COO - Papua New Guinea Expat #1510

EXPAT position in Port Moresby, Papua New Guinea

Overview

Our client, a regulated financial services institution in Papua New Guinea, is looking to appoint an experienced Chief Operating Officer (COO) to join their leadership team during an exciting phase of growth and transformation.

Operating under central bank regulation, our client provides deposit-taking and lending services across Papua New Guinea, with a portfolio spanning microlending and secured lending. Following three years of strategic restructuring, the organisation is on a strong upward trajectory, supported by improved financial performance and clearly defined departmental KPIs.

This is a three-year contract with strong potential for extension based on performance. The successful candidate will play a pivotal role in driving operational excellence, increasing execution speed, and overseeing key business units in a competitive, frontier emerging market environment.

Key Responsibilities

• Systems Transformation: Lead and support migration to new core operating systems, AI automation initiatives, and IT systems improvements, including call centre technology enhancements
• Stakeholder Management: Work closely with the Chairman and shareholder, maintaining open communication lines within a flat organisational structure
• Lending Operations: Provide hands-on management of lending functions, including review and refinement of credit policies and product costing models
• Team Development: Foster collaboration across a culturally diverse workforce of 800+ language groups, building a unified team culture and accountability
• Strategic Implementation: Execute on the company’s clearly defined strategy whilst identifying opportunities for faster growth and improved profitability
• Branch Oversight: Conduct occasional visits to outstation branches across Papua New Guinea’s main island and surrounding territories
• Performance Management: Ensure business units meet and exceed clearly defined departmental KPIs and performance targets
• Speed of Execution: Address and improve operational efficiency in a Pacific environment, implementing processes that accelerate decision-making and delivery
• Operational Leadership: Drive day-to-day operational management of core business units, with close oversight of secured and unsecured lending operations, marketing, and IT functions

Requirements

Required Qualifications

• Proven lending experience – essential requirement; candidates without a lending background will not be considered
• Willingness to relocate to Papua New Guinea on a three-year contract basis
• Experience with core banking/operating systems and systems migration or transformation projects
• Tertiary qualification in Commerce, Business, Finance, or related field (BCom or equivalent)
• Proven capability to build and lead diverse teams across multiple locations
• Strong track record in driving performance and accountability in competitive environments
• Demonstrated ability to work in a hands-on operational capacity, comfortable with Excel, spreadsheets, and financial modelling
• Ability to operate effectively in emerging or frontier markets with less developed infrastructure
• Extensive experience in financial services operations, particularly within lending environments
• Experience working in environments requiring speed of execution and operational agility
• Excellent communication skills and ability to work within flat organisational structures

Preferred Qualifications

• Understanding of microfinance or unsecured lending operations
• Exposure to rapid growth environments with significant expansion plans
• Honours degree or MBA
• Previous experience in smaller financial institutions (under 500 employees) where hands-on involvement is required
• Track record of working effectively with diverse cultural groups and fragmented team structures
• Experience in African banking environments (particularly institutions such as African Bank or similar hands-on operational environments)
• Experience operating in Pacific or similar cultural environments

Benefits

Package

Salary: AUD 250,000 - AUD 300,000 per annum + Performance Based Bonus

Benefits Include:

• Fully furnished housing provided by the company
• Company vehicle
• Annual return flights to home country for employee and immediate family
• Three club memberships (golf club, yacht club, or similar)
• Comprehensive medical cover
• Professional membership fees covered
• Relocation support: Cubic metres allowance for personal belongings and shipping assistance
• Initial relocation costs covered

Contract Term: Three-year fixed-term contract with strong likelihood of extension for high performers

Location: Primarily based at Port Moresby head office, with occasional travel to branch locations across Papua New Guinea

About Living in Papua New Guinea

Important Considerations:

• Papua New Guinea is classified as a frontier emerging market with developing infrastructure
• Port Moresby offers expatriate amenities including club facilities and a growing expat community
• The environment requires adaptability and patience with Pacific time zones and cultural differences
• Opportunities exist for accompanying spouses with transferable skills to find meaningful employment
• Papua New Guinea has limited expatriate schooling options

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement

Both Keller Executive Search and our clients are Equal Opportunity Employers operating in accordance with South African employment legislation. For all positions, whether with Keller Executive Search or our clients, suitably qualified applicants will receive consideration for employment without unfair discrimination on the basis of race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth, or any other arbitrary ground as prohibited by the Employment Equity Act 55 of 1998, as amended.

Commitment to Employment Equity and Transformation

Keller Executive Search and its clients are committed to achieving employment equity and advancing the principles of transformation in the South African workplace. We recognize the imperative to redress the disadvantages experienced by designated groups during apartheid and other discriminatory laws and practices.

Designated Groups: In accordance with the Employment Equity Act, preference may be given to suitably qualified persons from designated groups, which include:

• Black people (African, Coloured, and Indian persons)
• Women
• People with disabilities

Affirmative Action Measures: Both Keller Executive Search and our clients may implement affirmative action measures to achieve equitable representation of designated groups at all occupational levels. Such measures are designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equitably represented in the workforce.

Broad-Based Black Economic Empowerment (B-BBEE)

Keller Executive Search and our clients acknowledge the importance of B-BBEE in contributing to economic transformation in South Africa. Our clients may prioritize candidates from designated groups as part of their B-BBEE commitments and Employment Equity Plans. Where applicable, clients' B-BBEE requirements will be communicated during the recruitment process.

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Both Keller Executive Search and our clients are committed to providing reasonable accommodation to:

• Individuals with disabilities, in accordance with the Technical Assistance Guidelines on the Employment of People with Disabilities and the Code of Good Practice on the Employment of People with Disabilities
• Pregnant employees and those on family responsibility leave
• Individuals requiring accommodation for religious or cultural practices

We engage in consultation to determine effective, reasonable accommodations that do not impose unjustifiable hardship on the employer.

Compensation and Remuneration Information

For client positions, compensation information may be available in the job posting. If not provided initially, remuneration details will be shared during the interview process. Actual remuneration packages are determined based on:

• Skills, qualifications, and relevant experience
• Market-related benchmarks
• Internal equity considerations
• The client's remuneration policy and grading structure

Both Keller Executive Search and our clients are committed to equal pay for work of equal value in accordance with the Employment Equity Act.

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Both Keller Executive Search and our clients comply with all applicable South African labour legislation, including but not limited to:

• The Constitution of the Republic of South Africa, 1996
• Employment Equity Act 55 of 1998, as amended
• Labour Relations Act 66 of 1995, as amended
• Basic Conditions of Employment Act 75 of 1997, as amended
• Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000
• Protection of Personal Information Act 4 of 2013 (POPIA)
• Skills Development Act 97 of 1998
• Broad-Based Black Economic Empowerment Act 53 of 2003

This policy applies to all terms and conditions of employment, including recruitment, selection, appointment, promotion, transfer, training and development, performance management, remuneration, benefits, discipline, and termination of employment.

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Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment, including but not limited to harassment based on race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, or birth.

We are committed to maintaining a workplace free from sexual harassment in accordance with the Code of Good Practice on the Handling of Sexual Harassment Cases and the Prevention and Elimination of Harassment in the Workplace.

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Applicant Information:

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• Personal information includes contact details, qualifications, employment history, and other information relevant to the application
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Fair Recruitment Practices

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• Use objective, job-related criteria in all selection decisions
• Ensure that all job specifications, advertisements, and application forms do not discriminate unfairly
• Apply consistent selection processes and criteria to all candidates
• Maintain confidentiality of applicant information
• Do not require applicants to disclose their HIV status
• Conduct medical testing only where justified and in accordance with legal requirements

HIV/AIDS Policy

In accordance with the Code of Good Practice on Key Aspects of HIV/AIDS and Employment, both Keller Executive Search and our clients:

• Do not discriminate against employees or job applicants on the basis of their HIV status
• Do not require HIV testing as a condition of employment, except in limited circumstances where justified
• Maintain strict confidentiality regarding any health information

Foreign Nationals

Both Keller Executive Search and our clients comply with the Immigration Act 13 of 2002. Foreign nationals must possess appropriate work authorization to be employed in South Africa. Candidates will be required to provide proof of their right to work in South Africa during the recruitment process.

Skills Development

Both Keller Executive Search and our clients support skills development initiatives in accordance with the Skills Development Act and the Skills Development Levies Act. We are committed to providing training and development opportunities to employees, with particular focus on designated groups.

Dispute Resolution

Any disputes arising from alleged unfair discrimination or employment equity matters will be addressed in accordance with the organization's internal grievance procedures and, where applicable, referred to the Commission for Conciliation, Mediation and Arbitration (CCMA) or the Labour Court.

Policy Queries and Complaints

If you have questions about this policy or wish to report a concern regarding discrimination or harassment, please contact:

• Keller Executive Search's designated Employment Equity Officer or Human Resources department
• For client positions, you may also contact the client's Human Resources or Employment Equity department once identified

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment equity requirements, affirmative action measures, and B-BBEE considerations may vary depending on the employer, the specific position, and the employer's Employment Equity Plan. Where positions are designated for candidates from specific designated groups as part of affirmative action measures, this will be clearly indicated in the job advertisement.