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: Discharge or settlement operations 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
Coordinate approved mortgage discharge and refinance paperwork, keeping outgoing lender requests and settlement dates visible.
Key responsibilities
- Prepare and track discharge requests using approved client instructions.
- Check discharge forms and supporting documents for completeness.
- Follow up with the outgoing lender and settlement contacts on status.
- Escalate retention offers, payout disputes and legal questions to the responsible team.
- Track discharge authorities and the scope of the client's documented instructions.
- Refer payout discrepancies or release changes to the appropriate lender or authorised specialist.
Essential capabilities
- Experience in Australian mortgage discharges, refinancing or settlements.
- Strong document accuracy and time-sensitive follow-up.
- Careful handling of client authority and payout information.
Useful experience
Discharge forms · Refinance workflow · Payout tracking · Lender liaison. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Clients, outgoing lenders, brokers and settlement 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.
Learn discharge request requirements and secure communication steps.
Keep allocated requests current with authority evidence and dated follow-ups.
Review delayed releases and correct one recurring request-quality issue.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you handle a payout figure that differs from the amount expected by the settlement team?
- 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 fictional discharge requests for missing authorities, outdated figures and incomplete security details. Build a follow-up list with sources and escalation owners.
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