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 internal audit or designated audit governance body]
- 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
Provide independent, evidence-based assurance over lending and servicing processes by testing controls, reporting findings and checking remediation.
Key responsibilities
- Plan reviews with a clear scope, risk rationale and evidence requirements.
- Test control design and operation using an agreed sampling method.
- Maintain workpapers that support findings and acknowledge limitations.
- Discuss factual accuracy with owners while preserving independent conclusions.
- Report recommendations with priorities and accountable action owners.
- Recheck remediation evidence and record remaining assurance gaps.
Essential capabilities
- Internal audit or independent assurance experience.
- Strong control testing, sampling and workpaper discipline.
- Ability to communicate findings objectively and handle challenge.
- Understanding of independence and the agreed reporting framework.
Useful experience
Risk-based audit · Control testing · Remediation assurance. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Process owners, risk, compliance and governance stakeholders. 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 review scope and understand the relevant operating controls.
Complete tested workpapers and a supported draft findings report.
Issue a reviewed report and verify agreed follow-up evidence.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you distinguish a control that is documented from one that is operating effectively?
- 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
Use a fictional process map and control evidence pack to design a small test, record its limitations and draft a finding with a proportionate recommendation.
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