Job Description

ABOUT
ORDE FINANCIAL

ORDE is a nonbank lender built
exclusively for brokers, combining human and credit expertise with innovative
technology to help brokers build stronger futures for their clients. We reflect
the reality of today’s borrowers, from SMEs with complex needs to near prime
clients seeking clearer paths forward. 

Since 2020, ORDE has funded
more than $10b in loans and supported over 16,000 borrowers – all through
brokers. We offer Residential, Commercial, SMSF and Construction loans and
other specialised solutions, with fast decisions, deep credit insight and a streamlined
digital experience.

We are passionate (and a bit
obsessed…) about being disruptive and pushing hard to improve the experience
and results for mortgage brokers. Our purpose “Built for Brokers” is clear and
simple and define our entire strategy (delivering better experiences, more
value and opportunity, anticipating more needs and communicating more
solutions, for brokers and their customers).

ABOUT
THE ROLE

We’re seeking (Capability Manager– Credit) accountable for
building and embedding the capability systems that enable ORDE’s Credit
function to scale with quality, consistency, and commercial judgement.

As a People and Culture team member, you will work closely
with a core division and receive dedicated support to ensure alignment and
progress.

This role designs and delivers structured onboarding, role
clarity, skills frameworks, and development pathways that lift credit decision
quality, reduce ramp‑up time, strengthen the mid‑level talent
pipeline, and improve broker outcomes.

This is a business enablement role, not a training delivery
role. Success is measured through improved performance, productivity, decision
quality, and leadership readiness across Credit.

Your key responsibilities will
include:

Onboarding
& Integration

• Design
  and continuously improve structured onboarding frameworks for Credit roles,
  ensuring clarity of expectations, policy understanding, system proficiency, and
  early decision confidence.
• Create
  clear, sequenced onboarding plans that balance technical credit foundations
  with practical scenario assessment and workflow capability.
• Partner
  with Credit Education Manager to define onboarding success measures (e.g. time to
  competency, QA outcomes, early productivity indicators).

Capability
& Role Frameworks

• Collaborate
  with the Head of Lending to define and continuously refine role expectations
  across Credit, ensuring clarity in technical capability, decision-making,
  systems use, and interaction with stakeholders
• Own
  Credit skills matrix, assessment criteria, and evidence standards to support
  progression and improve consistency.
• Partner
  with P&C team and Credit Managers to ensure capability expectations are
  reflected in job descriptions, hiring criteria, performance conversations, and
  progression decisions.

Development
Pathways & Talent Pipeline

• Design
  and own structured development initiatives (e.g. mid‑level capability programs)
  to build depth at Level 2–3 and improve succession readiness.
• Strengthen
  Credit’s internal talent pipeline to reduce reliance on external hiring for
  senior capability.
• Partner
  with Credit Managers to embed development into day-to-day work, not standalone
  programs.

Leadership
& Capability

• Partner
  with People team to define what “good leadership” looks like in Credit at ORDE
  (e.g. judgement, systems thinking, risk leadership, coaching capability).
• Embed
  leadership expectations into capability frameworks rather than standalone
  leadership programs.
• Support new and emerging leaders with
  practical tools, expectations, and development pathways aligned to Credit
  realities.

Measurement,
Insight & Continuous Improvement

• Define success measures for all capability
  initiatives, including time to competency, QA outcomes, throughput, and
  readiness for progression.
• Use
  insights from data, feedback, and operational observation to continuously
  refine capability initiatives.
• Provide
  clear, executive level reporting on capability progress, risks, and return on
  investment.
• Ensure
  capability is positioned as a commercial lever supporting growth, quality, and OBE
  outcomes.

Technology
& Tools

• Leverage
  learning platforms, assessment tools, and digital systems to support scalable
  capability delivery and measurement.
• Ensure content, frameworks, and tools remain
  current, practical, and aligned to Credit workflows and systems.
• Apply
  responsible AI and automation thoughtfully to support capability insight,
  consistency, and productivity.

Culture
& Engagement

• Promote a culture of accountability,
  continuous improvement, and professional judgement within Credit.
• Reinforce
  clear expectations and development pathways to support engagement and
  retention.
• Champion
  capability as a shared leadership responsibility, not a standalone function.
• Work
  collaboratively with HR, Risk & Compliance, Distribution Capability, and
  Technology teams to ensure end-to-end alignment.
• Act as a
  trusted advisor to senior leaders on workforce readiness, capability risks, and
  development priorities.

Why
would you choose us?

• We are a
  fast-growing successful company.

• We think
  it’s exciting to be part of a team which is building something which will make
  a difference.
• We are
  focused, disruptive, think outside of the box and will encourage you to try new
  things.
• We
  really care about our people and want them to have the best experience of their
  career.
• We
  guarantee fun, a challenge, learning and growth!
• We
  embrace being challenged through diversity of thoughts.
• We have
  a highly collaborative culture and provide an inclusive, enjoyable office
  experience for all staff.
• We are
  Melbourne based and think being in the office all together is important and we
  think working from home is too: three days in the office (Mon-Tues-Thurs), two
  days at home.
• We
  remunerate well and reward high performance.

Why
would we choose you?

• You
  bring a business first approach to capability, with a strong understanding that
  performance in Credit is driven by clarity, judgement, and confidence.
• You
  have experience building structured capability systems that support scale,
  quality, and consistency in decision-based environments.
• You are comfortable
  working alongside senior leaders, translating strategy into practical
  frameworks that improve time to competency, decision quality, and leadership
  readiness.
• You
  understand Credit is the balance between risk, judgement, efficiency, and
  broker outcomes and you design capability solutions that reflect real
  operational pressures, not theoretical models.
• You bring discipline to role
  clarity, progression readiness, and talent pipelines, helping teams grow depth
  without overpromising advancement.
• You
  are credible with executives, trusted by leaders, and pragmatic in execution.
• You use insight and data to prioritise what matters most, and you measure
  success through outcomes that the business cares about: productivity, quality,
  confidence, and sustainable performance.
• Most
  importantly, you see capability as a commercial lever enabling ORDE to scale
  responsibly while protecting quality, culture, and broker experience.