Own retention and expansion management outcomes for Oceania markets by translating demand signals into measurable pipeline and revenue impact.
Full Time Hybrid Principal Melbourne (Hybrid) with Oceania collaboration
Business Context
- You will work with cross-functional squads supporting campaigns and delivery systems across Oceania markets.
- This role contributes to our region-country-city operating model and reinforces commercial accountability.
- You will partner with strategy, delivery, and analytics leads to improve execution quality and speed.
Role Snapshot
- Department: Client Success & Revenue
- Employment Type: Full Time
- Work Model: Hybrid
- Primary Location: Melbourne (Hybrid) with Oceania collaboration
Core Responsibilities
- Own end-to-end delivery for Client Success Manager initiatives, from planning through execution and optimization.
- Translate business goals into KPI trees, sprint priorities, and measurable weekly actions.
- Run structured experiments and document performance learnings for scaling decisions.
- Collaborate with adjacent teams to align creative, technical, and operational dependencies.
- Maintain QA discipline, reporting clarity, and leadership-ready status updates.
Required Experience
- 10+ years of experience in retention and expansion management.
- Hands-on capability with success plans, risk tracking, renewal workflows.
- Strong communication and stakeholder management in cross-functional environments.
- Data-informed decision making with comfort in KPI and performance analysis.
- Demonstrated ownership mindset with the ability to execute against deadlines.
Preferred Qualifications
- Experience working across multi-country or multi-region delivery environments.
- Track record improving conversion quality, efficiency, or operational reliability.
- Confidence in SOP documentation and process governance.
Hiring Process
Structured selection focused on capability, execution quality, and team fit.
Step 1: Application Review – Capability evidence and role fit are assessed against clear decision criteria.
Step 2: Role and Experience Screening – Capability evidence and role fit are assessed against clear decision criteria.
Step 3: Practical Assessment – Capability evidence and role fit are assessed against clear decision criteria.
Step 4: Leadership Interview – Capability evidence and role fit are assessed against clear decision criteria.
Step 5: Offer and Onboarding – Capability evidence and role fit are assessed against explicit decision criteria.