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: Chief executive or designated executive committee]
- 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 lending strategy, service capability and business performance through clear alignment between origination, credit, operations and risk.
Key responsibilities
- Set lending priorities and align the operating plan with the business strategy.
- Review origination, credit quality, service capacity and financial performance together.
- Establish clear leadership ownership and decision escalation.
- Evaluate product, channel and operating changes with relevant risk and finance input.
- Develop lending leaders and maintain capability and succession plans.
- Report performance, assumptions and material constraints to governance stakeholders.
Essential capabilities
- Senior lending leadership experience across commercial and operating functions.
- Ability to interpret financial, credit and service performance.
- Strong governance communication and accountable decision-making.
- Experience developing leaders and managing cross-functional change.
Useful experience
Lending strategy · Executive governance · Distribution and operations alignment. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Credit, risk, finance, product, distribution and operations leaders. 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.
Agree priorities and validate the current lending performance picture.
Align leaders around a documented operating and capability plan.
Deliver a reviewed strategic improvement with clear risk and performance evidence.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you evaluate a growth opportunity that creates pressure on credit review and servicing capacity?
- 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 lending business plan and performance pack. Prepare an executive decision paper with assumptions, capacity implications and review conditions.
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