Aware Super has proposed changes to the Workforce Management and Optimisation team. The FSU put members' questions to the fund as part of consultation. Aware Super's responses are below.
The Workforce Optimisation Lead role has been vacant since July 2026.
Member and Client Support Services.
The roles will be remunerated above the minimum base rate applicable to Level 4 under the Enterprise Agreement.
The Workforce Optimisation Specialist role requires a different and more specialised skill set. Current team members interested in the role will have the opportunity to be considered through an appropriate assessment process against the requirements of the new role.
Existing employees will have the opportunity to apply and be considered for the new roles. Given the specialist nature of the roles, if suitable candidates are not identified internally, Aware may then seek candidates from the external market.
Aware Super has provided the position descriptions for the Workforce Optimisation Specialist and the Reporting and Insights Analyst.
Note from the FSU: you can access the position descriptions internally at Aware Super, or email [email protected] and we'll send you a copy.
Rostering will continue to operate in line with the current model, with employees working together to agree their respective rosters. Where a required roster gap cannot be resolved within the team, management will work with employees to determine appropriate coverage.
Redeployment support will commence from 16 November 2026 and continue throughout an impacted employee's notice period. Impacted employees will be supported by the Talent Acquisition team to identify and apply for suitable vacant roles across Aware Super, including the new roles. Employees will be considered against the requirements of available roles as part of the normal recruitment and assessment process.
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