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: Head of credit or head of lending]
- 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
Lead credit assessment quality, team capacity and delegated decisions while keeping exceptions, policy interpretation and review ownership clear.
Key responsibilities
- Allocate assessment capacity and calibrate decision standards with the team.
- Make or refer decisions within the employer's documented delegation.
- Review exceptions, conditions and recurring policy questions.
- Coach credit staff and monitor the quality of decision records.
- Provide management reporting on queue causes, outcomes and risks.
- Coordinate policy and process changes with their authorised owners.
Essential capabilities
- Credit assessment and people leadership experience.
- Strong policy application and documented decision reasoning.
- Ability to manage delegation, escalation and quality review.
- Clear communication with both origination and independent risk functions.
Useful experience
Credit team leadership · Delegation management · Decision quality review. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Assessors, analysts, risk, product and lending operations. 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.
Confirm decision delegations and review the assessment operating model.
Establish consistent quality calibration and exception escalation.
Improve an agreed queue or decision-quality issue with measured evidence.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you handle pressure to approve a case outside the team's delegated authority?
- 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
Review a fictional assessment queue and exception log. Prepare a capacity and decision-governance plan identifying items needing higher authority.
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