The job description
Replace the bracketed fields and keep the duties that match your actual workflow.
- Organisation
- [Organisation name]
- Location & work model
- [Location; onsite, hybrid or remote]
- Employment type & hours
- [Employment type, weekly hours and time-zone overlap]
- Remuneration
- [Confirmed pay range, currency, superannuation and any incentive terms]
- Reports to
- [Named manager; suggested position: People, capability or distribution leader]
- Systems & access
- [Approved systems, records and access scope]
- Authority & supervision
- [Permitted tasks, decisions, reviewer and escalation route]
- Required qualifications
- [Employer-confirmed licences, registrations, training or accreditations]
About the organisation
[Describe the actual business, team and customers in two or three factual sentences.]
Role purpose
Build practical learning and coaching programmes that help brokers demonstrate capability in the systems, processes and activities assigned by their employer.
Key responsibilities
- Assess learning needs using role scope, review findings and supervisor feedback.
- Design clear learning objectives and fictional practice exercises.
- Coordinate subject-matter review and distinguish internal training from externally approved programmes.
- Maintain attendance, competency evidence and follow-up coaching records.
- Support supervisors in evaluating readiness for new duties.
- Review learning effectiveness and update superseded material.
Essential capabilities
- Training design, facilitation or broker development experience.
- Ability to turn operational needs into observable learning outcomes.
- Strong consultation with supervisors and subject-matter specialists.
- Reliable evidence records and careful claims about approval or accreditation.
Useful experience
Broker coaching · Learning design · Capability assessment. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Brokers, supervisors, compliance, product and external trainers. Confirm the actual owners and handoff routes.
How to apply
[Application route, closing date, contact and any adjustment request process.]
We assess candidates against the role-relevant criteria and use a fictional work sample.
What good looks like.
Agree the pace, reviewer and measures with the person you hire.
Map priority learning gaps and agree review owners.
Deliver a reviewed practice programme with recorded feedback and competency evidence.
Evaluate workplace application and improve a learning activity.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you show that a training session improved capability rather than simply recording attendance?
- Describe a relevant piece of work, the checks you used and what you did when the instructions or evidence were incomplete.
- How would you organise competing deadlines, record your decisions and escalate a risk to the next handoff?
A practical work sample
Design a short learning exercise from a fictional recurring file-quality issue. State objectives, review criteria and a method for checking application in supervised work.
Use fictional information and the same instructions for shortlisted applicants. Agree adjustments and timing beforehand. Score accuracy, reasoning, communication and appropriate escalation; this exercise should not produce live client work.
Before you post.
- Replace every bracketed field with the actual employer, working arrangement and pay terms.
- Choose the duties the role will really own; remove unrelated tasks and separate essential from trainable skills.
- Confirm the task authority, supervision, qualifications and access with the responsible employer or licensee.
- Check pay and conditions against the applicable employment requirements before advertising.
- Use the same role-relevant selection criteria and fictional work sample for shortlisted applicants; invite adjustment requests.
- Name the reviewer and agree realistic first-90-day outcomes before the person starts.
Credit authority and appointment
Confirm the actual activities and appointment arrangement with your licensee. ASIC explains that employee and contractor arrangements can differ; a job title does not settle the scope. ASIC guidance
Pay and advertised conditions
Use confirmed pay terms and check the applicable minimum entitlements before publishing the advertisement. Fair Work Ombudsman guidance
A clear hiring process
Confirm the employment arrangement, duties and working conditions as part of preparing the role. Fair Work Ombudsman guidance
Information and access
Agree how personal information will be handled and the records and systems the role may access. OAIC guidance