Supporting flexibility through job sharing
While job sharing isn’t for everyone, when it works well there can be benefits for both the employer and the employee.
“We want the job share to work for the business, and we are dedicated to this,” says Amy.
“We don’t split the role, but rather we are both dedicated to the whole role,” she says.
“We come as a package deal,” adds Skye.
The pair joined Stockland in 2023. They applied and interviewed together, and secured the position as a team for the role of Portfolio Manager, Workplace & Logistics.
Having job-shared for over six years in a range of other roles at their previous organisation, the pair were ideal candidates for the role.
Stockland has long valued the benefits of flexible work and has an approach to flexibility that encourages a focus on the goals and needs of the organisation, each team, and each employee.
With this approach in mind, Skye and Amy have thrived in their shared role for more than a year. Their commitment to job sharing stems from a desire to maintain a strong work-life balance, while managing their respective young families.
Finding the right partner
“If you are considering job sharing, I would recommend starting by looking for a partner. This is the hardest part, and the key to a successful job share,” says Skye.
“Finding the right job share partner is crucial, and it is so important to have trust, respect, and professional alignment,” says Skye
“Job sharing can work across a variety of roles, but only if you find the right person – it's really a work partnership.
“We have been working together for six years, and we have a very similar work ethic and communication styles, which I value a lot.”
Accountability and responsibility
To maintain this consistent workflow, they cover for each other on days off.
“As I work Wednesdays through Fridays, I know Amy will catch up with what I have done on my working days, just as I do for her. Reciprocal accountability is essential to our workflow,” says Skye.
Amy shares this view, adding: “My days off are true days off. That way, when I come in on a Monday, I am 100% present and focused on work.”
“We experimented with dividing tasks and assigning leads but found it ineffective. Urgent matters would inevitably arise during absences, making it feel more like full-time rather than part-time work. So, we always make sure we are both fully informed to maintain consistency for the people we work with,” Amy adds.
Creating a seamless experience for others
The pair aim to give everyone they work with a consistent experience regardless of whether they’re dealing with Skye or Amy.
“While our diverse perspectives and experiences enrich our work, our approach remains incredibly uniform,” says Amy.
Despite the challenge of complex stakeholder interactions and assignments at Stockland, key stakeholders have wholeheartedly embraced the pairs’ arrangement.
“We haven’t received any pushback at all,” says Skye. “One explanation, and people are on board.”
Both Amy and Skye are advocates of job sharing for both employees and employers.
Amy says, “If there is a suitable candidate for a role but they are a part-time worker, be creative as to how you can make it work. It is easy for employers to miss the right people for a job if they’re not open to job sharing as an option.”