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 credit risk executive]
- 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
Maintain clear lending policy, coordinate controlled changes and help assessment teams apply current requirements consistently.
Key responsibilities
- Maintain policy ownership, effective dates and version records.
- Evaluate change proposals using evidence, operational impact and risk input.
- Draft clear policy wording and obtain the required approval.
- Coordinate implementation guidance and decision-tool changes.
- Track exceptions and questions that reveal unclear or outdated rules.
- Review adoption and retire superseded guidance through controlled processes.
Essential capabilities
- Lending policy or credit risk experience.
- Ability to turn complex requirements into clear operational instructions.
- Strong consultation, evidence assessment and version control.
- Understanding of change approval and implementation dependencies.
Useful experience
Credit policy design · Change impact analysis · Assessment guidance. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Risk, assessors, product, operations and governance teams. 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 current policy ownership and unresolved interpretation questions.
Deliver an approved change with clear implementation and communication records.
Verify adoption and address one recurring policy ambiguity.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you introduce a policy change when systems and staff guidance cannot be updated on the same day?
- 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
Assess a fictional policy-change request. Draft an impact note, proposed wording, approval route and transition plan without presenting it as current lender policy.
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