Title Center Manager

IAA Holdings, LLC (IAA) , is seeking a Title Center Manager to join our team in Westchester, IL The Title Center Manager is responsible for the oversight, supervision, and development of a high-performance team within the Title Center.
The Title Center Manager ensures Service Level Agreements (SLAs) are met and processing timelines and compliance coincide with applicable state and federal laws.
They may directly supervise first line supervisors as well as hourly employees.
Responsibilities include (but are not limited to the following): Manages Title Center services and handles all critical items or delegates to the supervisor(s) as appropriate Assists in the timely and efficient flow of all necessary documents in accordance with applicable codes Manages staff and monitors their work to ensure accuracy and completion of tasks Hires and manages performance of title center employees Monitors productivity and efficiency through the dashboard, automation and title tracker platforms Schedules time off and monitors attendance.
Approves timecards Responsible for running and reviewing several reports related to title center metrics Resolves employee conflicts Enforces company policies and procedures and sets example and expectations for team Conforms to audit requirements and implements changes/procedures as directed by audit results Assists Salvage Providers, Title Processors, and IAA branches with any DMV questions or processes Organizes and leads groups doing large title projects such as unobtainable title bulk projects and old inventory at DMV Processes all salvage and non-repairable reversals or any other escalated file through coordination with DMV Monitors and updates Vehicle Industry News memos from DMV Oversees training of new Title Specialists and DMV Processors Monitors DMV inventory supplies and communicates with DMV Vendor/ DMV to gain additional secured forms Develops working relationship with Salvage Providers and various DMV units Conducts regular meetings with all department personnel to communicate policies and procedures and review issues or opportunities Develops progression plan and works to support employee growth and development goals Works closely with Senior Manager on reporting and communicating status, needs and resources Job Requirements: 2+ years of project lead or supervising experience 3+ years State/National title processing or related experience Excellent ability to multi-task and manage competing priorities to meet deadlines Strong customer service, organizational, and interpersonal communication skills Flexibility and ability to adapt to a fast-paced culture, changes in the environment and shifts in priorities In return for your excellent skills and abilities, we offer a benefits package including health insurance, 401K, STD/LTD, Life Insurance/AD&D, paid holidays, and vacations.
About IAA Holdings, LLC: IAA Holdings, LLC (IAA), a Ritchie Bros.
Auctioneers company (NYSE: RBA) and (TSX: RBA), is a trusted global marketplace for insights, services, and transaction solutions for commercial assets and vehicles.
Leveraging leading-edge technology and focusing on innovation, IAA’s unique platform facilitates the marketing and sale of total-loss, damaged and low-value vehicles.
IAA serves a global buyer base – located throughout over 170 countries – and a full spectrum of sellers, including insurers, dealerships, fleet lease and rental car companies, and charitable organizations.
Buyers have access to multiple digital bidding and buying channels, innovative vehicle merchandising, and efficient evaluation services, enhancing the overall purchasing experience.
IAA offers sellers a comprehensive suite of services aimed at maximizing vehicle value, reducing administrative costs, shortening selling cycle time and delivering the highest economic returns.
Ritchie Bros.
globally has over 7,000 employees and is headquartered near Chicago in Westchester, Illinois.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.
35(c)