Performance & Pricing Analyst in Memphis, TN at First Horizon National Corporation

Date Posted: 10/25/2019

Job Snapshot

Job Description

Responsibilities Include:
• Develop unique insights into the LOBs’ performance, underlying causes and potential plans of action.
• Partner with LOBs to develop business strategies and help ensure adequate performance management and insights across the business units.
• Support product, channel and service pricing, including optimizing balance sheet mix and pricing, balancing alignment with corporate balance sheet objectives and competitive environments in diverse geographies. Evaluates performance of current pricing tools for effectiveness vs. alternative tools.
• Analyze product and channel usages as well as behaviors and profitability across markets, RM teams and customer segments to identify product gaps and opportunities for enhancement and new development of products, services and channels.
• Apply an in-depth understanding of critical behaviors (such as Certificate of Deposit (CD) maturity and cross-product balance flow or channel migration trends) and the drivers of such behaviors to inform ongoing LOB strategies.
• Own and manage key external benchmarking programs (BAI, Greenwich, Novantas, etc.) to enable comparative performance evaluation.
• Maintain and improve forecasting processes and accuracy (utilization rates, originations, fees, balances, etc.). Collaborates with LOB leadership and product owners in providing various forecasts in support of balance sheet and fee income growth, Asset Liability Management (ALM) and Dodd-Frank Act Stress Testing (DFAST) processes.
• Create or enhance reporting capabilities, leveraging data from multiple sources for presentation in tools like Tableau, SalesForce.com, etc.
• Partner with Marketing and other constituents to develop targeting strategies and tactics across customer segments for enhanced account acquisition, product cross-selling and revenue generation.
• Ad hoc analysis as deemed necessary by LOB heads or key partners.

Responsibilities Include:
• Develop unique insights into the LOBs’ performance, underlying causes and potential plans of action.
• Partner with LOBs to develop business strategies and help ensure adequate performance management and insights across the business units.
• Support product, channel and service pricing, including optimizing balance sheet mix and pricing, balancing alignment with corporate balance sheet objectives and competitive environments in diverse geographies. Evaluates performance of current pricing tools for effectiveness vs. alternative tools.
• Analyze product and channel usages as well as behaviors and profitability across markets, RM teams and customer segments to identify product gaps and opportunities for enhancement and new development of products, services and channels.
• Apply an in-depth understanding of critical behaviors (such as Certificate of Deposit (CD) maturity and cross-product balance flow or channel migration trends) and the drivers of such behaviors to inform ongoing LOB strategies.
• Own and manage key external benchmarking programs (BAI, Greenwich, Novantas, etc.) to enable comparative performance evaluation.
• Maintain and improve forecasting processes and accuracy (utilization rates, originations, fees, balances, etc.). Collaborates with LOB leadership and product owners in providing various forecasts in support of balance sheet and fee income growth, Asset Liability Management (ALM) and Dodd-Frank Act Stress Testing (DFAST) processes.
• Create or enhance reporting capabilities, leveraging data from multiple sources for presentation in tools like Tableau, SalesForce.com, etc.
• Partner with Marketing and other constituents to develop targeting strategies and tactics across customer segments for enhanced account acquisition, product cross-selling and revenue generation.
• Ad hoc analysis as deemed necessary by LOB heads or key partners.



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)