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    JD L4

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    HAPPY PK
    This document provides details for an Officer level position in the MC DMS department. The responsibilities include allocating portfolios to vendors based on past performance, coordinating with agency resources, ensuring billing is closed within 60 days, and handling collection issues. Key performance areas are achieving resolution targets, reducing flow rates to next buckets, managing agency performance, and closing CRM and audit queries within set timelines. Relevant experience, education qualifications, reporting structure, location, and skill set are outlined.

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    JD L4

    Uploaded by

    HAPPY PK
    4 views2 pages
    This document provides details for an Officer level position in the MC DMS department. The responsibilities include allocating portfolios to vendors based on past performance, coordinating with agency resources, ensuring billing is closed within 60 days, and handling collection issues. Key performance areas are achieving resolution targets, reducing flow rates to next buckets, managing agency performance, and closing CRM and audit queries within set timelines. Relevant experience, education qualifications, reporting structure, location, and skill set are outlined.

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    JD-L4

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    This document provides details for an Officer level position in the MC DMS department. The responsibilities include allocating portfolios to vendors based on past performance, coordinating with agency resources, ensuring billing is closed within 60 days, and handling collection issues. Key performance areas are achieving resolution targets, reducing flow rates to next buckets, managing agency performance, and closing CRM and audit queries within set timelines. Relevant experience, education qualifications, reporting structure, location, and skill set are outlined.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
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    Download as pdf or txt
    4 views2 pages

    JD L4

    Uploaded by

    HAPPY PK
    This document provides details for an Officer level position in the MC DMS department. The responsibilities include allocating portfolios to vendors based on past performance, coordinating with agency resources, ensuring billing is closed within 60 days, and handling collection issues. Key performance areas are achieving resolution targets, reducing flow rates to next buckets, managing agency performance, and closing CRM and audit queries within set timelines. Relevant experience, education qualifications, reporting structure, location, and skill set are outlined.

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    • LEVEL: L4

    • DEPARTMENT: MC DMS
    • DESIGNATION: OFFICER
    • RESPONSIBLE FOR:
    ALLOCATION OF
    PORTFOLIO TO VENDOR
    • LOCATION: CITY
    • EXPERIENCE: MINIMUM 2
    YEARS OF EXPERIENCE,
    PREFERABLY IN FINANCIAL
    SERVICES/BANKING/FMCG/
    NBFC
    • PREFERRED AGE: ROLE PROFILE/JOB RESPONSIBILITIES
    MAXIMUM 30 YEARS
    • QUALIFICATION: ANY • Allocation of portfolio to vendor basis the past
    GRADUATE/ P.G./M.B.A. performance trend and FOS availability, creating
    • REPORTING TO: AREA adequate manpower capacity for the portfolio.
    MANAGER • Review cases with FOS / TL and work
    • NATURE OF ROLE: assignment basis the disposition code.
    INDIVIDUAL PERFORMER • Coordinating with agency resources and doing
    the call planning for better resolution, ensuring
    appropriate support to the agency on difficult
    cases.
    • NEGOTIATION SKILLS • Receipt book & Repo kits allocation and auditing
    • MANAGING TEAMS periodically
    • RELATIONSHIP • Agency billing closure within 60 days of the
    MANAGEMENT work completed month.
    • RESULT ORIENTED • Ensuring prior approvals in repo cases & helping
    • MULTITASKING the agency manage repo related issues.
    • Handling collection/repo related customer service
    issues/escalations.
    • Coordinating with legal team for initiating legal
    actions against chronic defaulters & dealing with
    KEY PERFORMANCE AREA enforcement agencies in cases filed against
    BACL by customers/third parties.
    • Achieving the bucket wise • BKT resolution with agency and FOs level need
    resolution as per the target to be tracked & reviewed.
    • Reducing the flow rate to the • Flow rates to next BKT needs to be restricted on
    next buckets the location you are handling.
    • Managing the Agencies & • Remove the non-performing FOs and recruitment
    monitoring their performance the fresh team and train as and when required.
    • CRM queries needs to be closed as per the TAT
    assigned.
    • RCU audit queries must be reverted before TAT
    SKILL SET REQUIRED and implementation of committed action at field
    level.
    DESCRIPTION • Receipt book discrepancies needs to be discussed
    with agency and ensure no reoccurrence of such
    issues in field.
    • HHT 100% utilization and report to be submitted
    to ACM / RCM on regular basis.
    • HHT not working need to be informed to IT team
    for need of support.

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