Founded in 2013, Shore Financial is Australia’s fastest-growing mortgage brokerage. As the business scales, sustained growth depends on broker quality, performance, and consistency.

The Learning & Development Manager is a senior, autonomous operator responsible for designing, building and owning Shore Financial’s end-to-end training, onboarding and capability framework for brokers and staff. The L&D; Manager will continue to support the existing broker network.

This is a high-trust, high-accountability individual contributor position, responsible for creating practical, commercially effective learning content that directly supports Shore’s growth strategy.

The role will be critical in enabling Shore to consistently onboard 4–5 high-quality, successful brokers per year (with allowance for 8-10 hires to achieve that outcome), while maintaining standards, culture and compliance in a lean organisation.

The Learning & Development Manager must be comfortable operating independently, leaning on internal experts, offshore admin support and designers as needed while personally owning the content, structure and outcomes.

Core Responsibilities & KPIs

1. Broker Recruitment Strategy & Introduction to the Business

- Design and execute broker recruitment strategy with leadership. Lead recruitment and successful integration of all team members, assisting with interviews where required.
- Build and lead structured 6-month onboarding program for all new brokers focused on learning milestones and overall performance
- Own onboarding and training material, ensuring this stays relevant and is continuously updated as required
- Support early-stage broker development pathways to maximise success within first 6–12 months
- Embed a culture of continuous learning to all new hires amongst the team

2. Broker Performance & Capability Uplift

- Work with leadership to build and imbed a structured broker performance report, to effectively track key broker milestones (leads, lodgements, settlements with an emphasis on one touch approvals)
- Provide learning, technical and product support to the existing broker network
- Lead monthly performance reviews for all new hires, in conjunction with management.
- Embed best practice behaviours across broker cohort
- Identify and prioritise top capability gaps across broker cohort to inform training needs or lender support
- Act as a trusted advisor to leadership on capability gaps

3. Mentoring, Development & Broker Progression

- Build and own structured monthly mentoring framework for all brokers
- Ensure that 100% adherence to mentoring framework and cadence
- Define, lead and develop mentoring topics based on business needs and industry insights
- Ensure mentoring drives measurable capability growth

4. White-Label Product Performance Enablement

- Embed white-label knowledge into overall broking network
- Improve broker confidence, positioning and adoption of Shore’s white-label products
- Identify barriers to adoption of white-label products
- Work with management to support strategic positioning of white-label products

5. Training Design, Delivery & Effectiveness

- Clearly articulate and track learning objectives for every program
- Own training feedback process, implementing feedback to foster a culture of continuous improvement
- Be the owner of the ‘Broker Knowledge Checklist’,



ensuring this is continuously iterated to be relevant and effective and tailor topics to be taught throughout the structured program
- Personally design and develop all core learning content, including:
- Broker fundamentals
- Deal structuring & credit logic
- CRM and internal systems
- Compliance and file quality
- Sales process and client engagement

- Create modular, reusable training content
- Design structured training programs including:

- Broker onboarding & accreditation pathways
- Product & lender policy training
- Credit writing & scenario structuring
- CRM and workflow training
- Compliance & responsible lending
- Senior broker training topics and sessions

- Work with the business while retaining ownership of content accuracy and relevance

6. Learning Systems & Administration

- Own Shore’s learning systems and content repository
- Work with offshore admin resource (if required) to:
- Manage training schedules
- Track completions
- Maintain learning records

- Ensure training administration is efficient and low touch for management

Learning & Development Manager

Role Overview

Founded in 2013, Shore Financial is Australia’s fastest-growing mortgage brokerage. As the business scales, sustained growth depends on broker quality, performance, and consistency.

The Learning & Development Manager is a senior, autonomous operator responsible for designing, building and owning Shore Financial’s end-to-end training, onboarding and capability framework for brokers and staff. The L&D; Manager will continue to support the existing broker network.

This is a high-trust, high-accountability individual contributor position, responsible for creating practical, commercially effective learning content that directly supports Shore’s growth strategy.

The role will be critical in enabling Shore to consistently onboard 4–5 high-quality, successful brokers per year (with allowance for 8-10 hires to achieve that outcome), while maintaining standards, culture and compliance in a lean organisation.

The Learning & Development Manager must be comfortable operating independently, leaning on internal experts, offshore admin support and designers as needed while personally owning the content, structure and outcomes.

Core Responsibilities & KPIs

1. Broker Recruitment Strategy & Introduction to the Business

Expectation

- Design and execute broker recruitment strategy with leadership. Lead recruitment and successful integration of all team members, assisting with interviews where required.
- Build and lead structured 6-month onboarding program for all new brokers focused on learning milestones and overall performance
- Own onboarding and training material, ensuring this stays relevant and is continuously updated as required
- Support early-stage broker development pathways to maximise success within first 6–12 months
- Embed a culture of continuous learning to all new hires amongst the team

2. Broker Performance & Capability Uplift

Expectation

- Work with leadership to build and imbed a structured broker performance report, to effectively track key broker milestones (leads, lodgements,



settlements with an emphasis on one touch approvals)
- Provide learning, technical and product support to the existing broker network
- Lead monthly performance reviews for all new hires, in conjunction with management.
- Embed best practice behaviours across broker cohort
- Identify and prioritise top capability gaps across broker cohort to inform training needs or lender support
- Act as a trusted advisor to leadership on capability gaps

3. Mentoring, Development & Broker Progression

Expectation

- Build and own structured monthly mentoring framework for all brokers
- Ensure that 100% adherence to mentoring framework and cadence
- Define, lead and develop mentoring topics based on business needs and industry insights
- Ensure mentoring drives measurable capability growth

4. White-Label Product Performance Enablement

Expectation

- Embed white-label knowledge into overall broking network
- Improve broker confidence, positioning and adoption of Shore’s white-label products
- Identify barriers to adoption of white-label products
- Work with management to support strategic positioning of white-label products

5. Training Design, Delivery & Effectiveness

Expectation

- Clearly articulate and track learning objectives for every program
- Own training feedback process, implementing feedback to foster a culture of continuous improvement
- Be the owner of the ‘Broker Knowledge Checklist’, ensuring this is continuously iterated to be relevant and effective and tailor topics to be taught throughout the structured program
- Personally design and develop all core learning content, including:
- Broker fundamentals
- Deal structuring & credit logic
- CRM and internal systems
- Compliance and file quality
- Sales process and client engagement

- Create modular, reusable training content
- Design structured training programs including:

- Broker onboarding & accreditation pathways
- Product & lender policy training
- Credit writing & scenario structuring
- CRM and workflow training
- Compliance & responsible lending
- Senior broker training topics and sessions

- Work with the business while retaining ownership of content accuracy and relevance

6. Learning Systems & Administration

Expectation

- Own Shore’s learning systems and content repository
- Work with offshore admin resource (if required) to:
- Manage training schedules
- Track completions
- Maintain learning records

- Ensure training administration is efficient and low touch for management

Skills & Experience

- 5+ years’ experience in mortgage broking, credit, lender BDM or brokerage leadership
- Strong understanding of residential lending structures, credit policy, compliance and responsible lending
- Proven experience mentoring, onboarding or developing brokers
- Demonstrated ability to design and deliver structured training programs end-to-end
- Experience building milestone-based onboarding frameworks and performance scorecards
- Commercially minded, with the ability to link training to revenue outcomes (lodgements, settlements, white-label adoption)
- Confident facilitator with strong written and verbal communication skills
- Ability to translate complex credit and policy concepts into practical, usable training
- Experience working with CRM systems and structured workflow processes
- Highly autonomous, accountable and comfortable operating in a lean, fast-growing setting

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📌 Learning and Development Manager (New South Wales)
🏢 Shore Financial
📍 New South Wales