+61 2 8823 3416 admin@oaktreetalent.com
Sydney-based Head of Group Strategy

Sydney-based Head of Group Strategy

Our client is a top-tier leader in their industry and currently assessing new opportunities to drive growth, disrupt, innovate and continue to thrive within their sector. This is your opportunity to be part of a stellar team of Strategy and Business professionals who have cultivated a culture of inclusion, collaboration and action led by one of the industry’s best people leaders. This position has become available due to an internal move and you too will benefit from a clear career path when you join us as a Head of in their Group Strategy team. 

Position overview: 

This position has the scope to adapt the budgets, policies and procedures within broadly defined parameters and will manage the delivery of operational outcomes of a team that is integrated across the Enterprise to agreed objectives. 

You will be accountable for: 

  • Leading the end-to-end design, development and delivery of significant strategic initiatives by adopting a well-planned and thoughtful leadership approach.  
  • Delivering compelling, structured presentations that clearly articulate recommendations 
  • Providing input into strategic projects and initiatives managed elsewhere in the Group 
  • Supporting the execution and delivery of specific strategic initiatives & broader Group Strategy 
  • Developing and maintaining relationships with colleagues and senior leaders across the company. 
  • Developing industry relationships and an understanding of market and customer trends 
  • You will be involved in enterprise-wide projects that could include:  
    • Digital transformation,  
    • Buy now pay later initiatives 
    • ESG initiatives and 
    • Other emerging markets or trends impacting the financial services sector. 

What you will bring 

  • Significant breadth of experience in corporate strategy consulting, gained either in a top tier consulting firm (MBB preference), investment bank or in-house within a large corporate.  
  • Demonstrated expertise in strategy formulation and strategic planning along with experience in transformation program design and delivery 
  • Proven ability to interact, challenge and influence senior stakeholders effectively at all levels (including members of the Executive Leadership Team and Board) 
  • Exceptional problem-solving skills with the ability to see the big picture and navigate complex challenges. 
  • A positive attitude and strong motivation to support the learning & development of junior colleagues. 
  • Post Graduate Degree, preferably MBA  
  • 8+ years practical experience in financial services, strategy formulation, strategic planning and/or major project management.  
  • Financial Services industry experience essential

If you believe that you would be great for this position, then we are very interested in hearing from you. Please get in contact with Ilan Leshetz on ilan@oaktreetalent.com 

Sydney-based Head of Group Strategy

This Sydney-based Head of Group Strategy which is Exclusive to Oaktree will take home an annual income of $240,000 to $260,000 Base + Bonus.

#strategy #consumerindustry #oaktreetalent #tech

If you would also like to checkout other jobs that we are currently sourcing for, you can check it here.

Send us your cv today

If you have a management consulting background and are interested in a confidential conversation, please send us your CV.

    Sydney-based Head of Corporate Development

    Sydney-based Head of Corporate Development

    We are currently sourcing for a Sydney-based Head of Corporate Development.

    Our client is on a mission to make every home comfortable and sustainable, by providing cost-effective, energy-efficient products that help homeowners save money on utility bills and beyond. In fact, the entire home electrification journey is at the heart of everything they do. The company has a culture of transparency, professionalism, and engagement, which is reflected in the high standards of everyone working there. 

    Our client is looking for an experienced strategic, analytical and forward-thinking individual to be responsible for providing strategic advice on M&A growth opportunities, managing potential strategic transactions, developing new growth strategies and collaborating with management to develop long-term commercial plans. The Head of Corporate Development will also be responsible for leading fundraising efforts, investor relations and commercial activities that drive profitability.  

    Additionally, you will work directly with the CFO, Head of Strategy and CEO to assist in general commercial activities and special projects and presenting results to the C-suite. In support, you will have a corporate development manager working in your team and you will build strong working relationships with the company’s executive, middle management, investors, and external counterparts.   

    Job Requirements: 

    • 10-15 years’ experience in an investment banking, Investment management, Private Equity, Venture Capital and/or Corporate Strategy role, with strong transaction experience 
    • Experience in M&A deals. Project management experience is a plus. Specifically, execution of corporate transactions (buy-side/sell side) 
    • Financial modelling experience and understanding of financial statements 
    • Strong track record of people leadership and influencing skills  
    • Executive presence and gravitas 
    • Be self-motivated, driven, highly-organised and thrive in a fast-paced, non-hierachical environment 
    • Excellent in analytical thinking, problem solving and attention to detail and ability to drive results through individuals/teams 
    • A Tertiary Degree/Post-Grad qualification in a relevant discipline eg. Finance / Economics/ Mathematics / Econometrics and/or MBA. 

    Please drop your CV below or please email your CV to admin@oaktreetalent.com.

    Sydney-based Head of Corporate Development

    This Sydney-based Head of Corporate Development which is Exclusive to Oaktree will take home an annual income of $250,000 to $300,000 Base + Equity.

    #strategy #consumerindustry #oaktreetalent #tech

    If you would also like to checkout other jobs that we are currently sourcing for, you can check it here.

    Send us your cv today

    If you have a management consulting background and are interested in a confidential conversation, please send us your CV.

      The Great Resignation Poll Results Are In

      The Great Resignation Poll Results Are In

      Yes, you heard that right. I personally made a poll on my Linked in, and asked the people in my network their preferences on how to counter the great resignation and what would keep them engaged as employees and the poll results are in.

      Over the past month or so I’ve posted some thoughts and articles around the phenomenon “The Great Resignation”.
      This is happening all around the world as the pandemic has caused many to go inward and reflect on whats really important to them.

      They are reevaluating how to either integrate their work and life together or remove themselves entirely from their current jobs and to pursue new paths of employment, often seeking self-employment or other means of employment where there is less perceived stress and more control of their hours and life.

      The effects of the Great Resignation have already been felt in the US and Europe, particularly in the Tech and Healthcare sectors, however it has had a knock-on effect across all industries and is believed to be on its way downunder soon.

      The purpose of these posts is to prepare ourselves, our clients, HR Directors and the broader business community to, at the very least, understand how the employment landscape is changing AND what they might do to mitigate these risks should the Great Resignation take hold in Australia early next year.

      You can view the poll results below, however to briefly summarise:

      The Great Resignation

      Almost 50% of respondents would value working flexibly either 2-3 days per week and a little over a third of respondents see an increase in compensation as the key drivers to retaining or attracting talent.

      It is my hope that you find this information useful and engaging and it helps employers, hiring managers and HR executives think more specifically about what levers they can pull quickly and decisively to retain their best people while at the same time attracting new top talent.

      The Great Resignation Part 2 and how this affects Australia Recruiters in Sydney, Melbourne, Brisbane

      The Great Resignation Part 2 and how this affects Australia Recruiters in Sydney, Melbourne, Brisbane

      The Great Resignation and how this affects Australia Recruiters. Part 2.

      Following our post last week, we thought it interesting to share what Australia’s view on the Great Resignation might look like.

      A recent report by Microsoft has found that more than 40 percent of the global workforce are thinking about quitting their jobs this year. This is likely to be especially significant in Australia, with experts predicting that the trend will hit the country in the first quarter of 2022.

      In our research, we found that the most common problems were::

      * The Balance of power has shifted to employees.

      It’s clear that employees are in high demand and companies will do whatever it takes to attract and retain them. Employees are an organization’s most valuable resource and companies are always on the lookout to hire the best people,.

      * The pandemic has rewritten the psychological contract between employers and employees.

      * Employees don’t want to be seen as workers. They’re not just interested in the experience they can have at work, they’re interested in what an employer does to enrich their life experience.

      * Flexibility is a big part of the equation for employees, along with how their employer makes them feel. Some are even quitting after being told they cant work remotely.

      * Many people are choosing to move away from ambition, to emphasise other aspects of life. Essentially, embracing career downsizing, looking for a job involving fewer hours or something with less responsibility and less stress.

      * Questioning what you want out of work and life doesn’t have to mean quitting your job completely, rather quitting certain aspects of it like excessive travel for example can be renegotiated.


      The advice to employers is to see this as a once-in-a-generation opportunity to reconfigure work so that it’s actually designed for this new world that we find ourselves in.

      Companies need to focus on the needs of their employees, and find a way to drive their growth ambitions without over-stretching already fatigued staff.

      Be open to tweak current jobs or responsibilities to better suit the employees needs.

      To learn more about our hiring process, click here to find out more info on hiring, trends, and recruitment.

      The Great Resignation and how this affects Australia Recruiters in Sydney, Melbourne, Brisbane

      The Great Resignation and how this affects Australia Recruiters in Sydney, Melbourne, Brisbane

      The Great Resignation, is this a warning sign or a fad? You be the the judge. This article is talking about the great resignation and how it affects Australia Recruiters today.
      If this trend continues, it will challenge Corporates & HR to the end of their tether.

      Great Resignation

      Key points to consider as Australia Recruiters:

      * Resignation rates are highest among mid-career employees in the age range of 30-45
      * 4million employees resigned in the US in July 2021 alone with a record-breaking 11 million open jobs at the end of that month.
      * Tech and Health sectors hardest hit, but predicting a cross sector fallout to follow.


      * The pandemic has caused many employees, in the US, to consider their work and lifestyle choices.
      * Many are choosing lifestyle over career or creating their own jobs through more creative means, investing in start-ups with more at risk or seeking jobs that offer remote working so as to create flexibility and avoid the long commutes.
      * This has created a brain-drain on Corporates and this trend is escalating.


      Take a data-driven approach to:

      1. Quantify the problem:
      Calculate your retention rate with this formula: # of Separations per Year ÷ Average Total Number of Employees = Turnover Rate AND compare it to voluntary resignations vs layoff and firings.

      2. Assess the Root cause:
      After identifying the scope of the problem, it’s important to dive deeper into whats driving it so you can develop customised programs aimed at mitigating the issues identified.

      3. Develop Customised Retention Strategies.

      Here at Oaktree Talent Group, we’re constantly monitoring the employment landscape and can help our clients think through some of these emerging issues and work collaboratively to solve their most difficult talent problems. If you are also interested, check out our posted jobs here.

      Please reach out if you’d you’d like to discuss how to adapt your talent approach and talent pipelining activities and get ahead of the curve to attract the best in the market. Please email ilan@oaktreetalent.com if interested