About The Program
Launched in 2018, The Star’s Graduate Leadership Program creates a custom ‘fast-track’ pathway for candidates who have recently completed an undergraduate degree at a recognised university or educational institution.
The Graduate Program has rapidly expanded over the past four years, with graduates securing full-time roles at The Star Entertainment Group after completing their 14-month rotations.
The Technical Graduate Leadership Program provides you with a unique opportunity to gain valuable on-the-job experiences across different areas of our technical departments, with the focus of enhancing your leadership capabilities as well as your technical capabilities. You will be exposed to many growth opportunities throughout the various projects you will undertake, providing you with exclusive insight into what it takes to drive a successful entertainment business. As a Technical Graduate, your program will involve three phases.
Operational Rotation
Here you will gain two weeks of exposure to the key functions of the gaming and hospitality industry while rotating through the core operational areas of the business.
Technical Rotation
Your Technical Rotations are where you will spend most of your time, enabling you to gain a comprehensive understanding of The Star’s professional streams. Your rotations will involve five compulsory business areas of Architecture, Business Analytics, Data, Office of the CIO and Project Management Office.
Specialisation Period
This is the core specialisation phase where you will have the opportunity to work in an area of interest, which will allow you to get a sneak peek into your potential future career at The Star.
Rotation Areas
Program Benefits
Recruitment Process
Applications open early in the year, where you can submit your resume, cover letter and academic transcript. We believe that graduates are much more than just their academic results, therefore we take into consideration aspects such as leadership skills, teamworking experiences and your previous employment.
Applicants will be asked to conduct an online video assessment, where you will be presented with a series of questions and given time to prepare and record your answers.
Shortlisted applicants will be invited to a group assessment. This is where you will have the opportunity to learn more about the program, showcase your skills and become involved in fun and interactive assessments.
Based on your performance throughout the group assessment, you will be invited to attend a final interview with our Graduate Program leaders, where you will be asked a series of behavioural questions and given the opportunity to discover more about the Graduate Program.
Applicants will also undergo reference checks from at least two previous employers.
After all applicants have been interviewed, we will be in touch regardless of the outcome. Those who are successful will also have their employment contracts and relevant forms sent to them for review.
Frequently Asked Questions
A high achieving, fresh thinking, self-motivated graduate who participates in the full scope of the rotational work placement program.
Graduates who:
Applicants must have completed (within two years) or nearly completed an undergraduate degree or higher in one of, but not limited to, the following disciplines:
Applicants must be an Australian or New Zealand citizen or hold permanent residency at the time of application.
The Graduate Program is advertised across all three of our properties in Sydney, Brisbane and Gold Coast. We encourage all applicants to apply to their city of interest, even if you currently do not reside in that city.
Please reach out to the careers@star.com.au for all enquiries.
The Star Entertainment Group Limited
ABN 85 149 629 023
Registered Office
Level 3, 159 William Street
Brisbane QLD 4000
Acknowledgement of Country
The Star recognises the continuing connection to land, sea and community of First Nations peoples and we pay our respects to Elders, past and present. We respectfully acknowledge the Traditional Owners of the land on which our properties are located, the Turrbal and Jagera people of the Brisbane region, the Yugambeh language people of the Gold Coast region, and the Gadigal people of the Eora Nation in Pyrmont.
© The Star Entertainment Group 2021
Operations Rotations
Phase one of the graduate program will involve rotations into the three different operational areas of food and beverage, gaming, and hotels. Here you will work closely with leaders and understand what is required to run a successful department and team.
While rotating through different departments, you will have the opportunity to experience the company’s strategic objectives which underpin our vision of becoming Australia’s leading integrated resort company.
Architecture
In Architecture, you will be working in a team that manages various enterprise systems by converting business needs to technical processes. This involves modifying how systems communicate with each other to achieve a specific goal. The Architecture team at The Star work closely with Project Management Office on many different projects, which will give you an overview on how Project Life Cycles are handled in the business.
You will also be given the opportunity to work with many business-sided departments and learn more about their systems, whilst working alongside the different types of architects on the team i.e., enterprise architects, solution architects, infrastructure architects, and network architects working on different areas of the business.
Data and Analytics
The Data and Analytics Platform Delivery Team have the responsibility of developing, maintaining, and supporting the key data platforms within the organisation which provide capabilities such as data integration, data governance and quality, reporting and analytics platform management, and master data management.
As part of your rotation with this team you will have the opportunity to work in these areas and gain an insight into how data is managed, transformed, integrated, and presented to consumers to provide value to our organisation.
Business Analytics (CGU)
Business Analytics assists the Marketing, Product Strategy, Operations and Property Development teams to make data driven decisions by providing descriptive analytics, predictive analytics, and business intelligence.
The team works with multiple data sources and analytical tools to ensure that the entire business understands past performance, current trends and future potential.
Project Management Office
Project Management Office (PMO) is a function within the organisation that defines the standards for project management. The main purpose of PMO is to ensure that projects and programs are run in a repeatable, standardised way. In this rotation you will have the opportunity to work on multiple projects across the business, as well as working alongside key leaders and team members within the department i.e., project managers, business analysts, and change analysts. Graduates will also experience working on other facets, including portfolio management, monitoring, commercial engagements, and business case presentations.
Office of the Chief Information Officer
This rotation is hosted by the IT Continuous Improvement team, responsible for managing the main service platform for Star employees. A key responsibility in this team is to consult with different departments to improve existing protocols and procedures. You will work closely with the team to provide consultation services within different areas and departments throughout the business, primarily utilising stakeholder management skills.
Gaming Operations Manager/ Proud@TheStar Co-Lead
2024 Network Leader of the Year
Tell Us about yourself.
I joined Proud (formerly known as Spectrum) in 2017 and officially assumed the Co-Lead role in November 2021. I have been part of the company for over 21 years, serving in various capacities.
Why did you join Proud@TheStar?
My journey with Spectrum/Proud began during the marriage plebiscite, a time that placed the LGBTQI+ communities under intense scrutiny. The narrative was often harmful and derogatory, particularly from certain media and public spheres.
My involvement was driven by a deep-seated commitment to be a beacon of support and positivity for those in need. The power of visibility is profound, especially for individuals from diverse backgrounds. Witnessing allies and LGBTQI+ members who embraced their identity with openness and pride inspired me to be true to myself. In turn, I aspired to be that source of encouragement and affirmation for others, fostering an environment where authenticity is celebrated and safeguarded.
In your opinion, what was your most significant achievement as Co-Lead of Proud@TheStar?
There are so many to list, but I have three achievements that stand out.
The first was being involved with our first-ever successful AWEI Gold Employer status. It was such a fantastic recognition of what Proud and The Star have achieved (and we smashed the previous year’s score, which made it even better).
Secondly, I was invited to help reintroduce a team member who was affirming their gender to their department. It was an absolute joy to see the collaboration from all the stakeholders and how their team welcomed them with open arms. Seeing a person’s growth and change since they affirmed has been remarkable and is the perfect story of how allowing people to be their authentic selves really does create a positive impact.
And lastly, of course, winning Network Leader of the Year and Employer of the Year at the 2024 Australian LGBTQ+ Inclusion Awards.
What does winning Network Lead of the Year mean to you?
I cried. That’s the Piscean in me. In all seriousness, though, I was really honoured to be nominated and a finalist. So, when my name was announced, I was utterly shocked! Without the dedication of the Proud team, we would never have been able to achieve what we had. Being able to co-lead a group of passionate and driven people is an absolute pleasure, and they are what fuelled me to keep going, even when it did get a little tough.
What do we do best here at the Star in terms of D&I?
We involve everybody and create a safe and inclusive work culture. Our PVP shows that we are serious about embedding D&I into our business.
What advice can you give as an outgoing Co-Lead?
Allyship is a crucial part of transforming conversations. Even for those who identify as LGBTQI+, we can still be allies for others within the community. Alarming laws and legislation have been passed in other countries that can significantly impact people’s lives. As a business, The Star is ahead of many in our industry in terms of diversity and inclusion, but there’s still a lot to do. The Trans and gender-diverse communities are starting to feel vulnerable, so let’s continue to work on making The Star a safe and inclusive place for everyone, esp., for trans and gender-diverse team members.
Craig Dumas He/Him
Gaming Operations Manager/ Proud@TheStar Co-Lead
2024 Network Leader of the Year
Tell Us about yourself.
I joined Proud (formerly known as Spectrum) in 2017 and officially assumed the Co-Lead role in November 2021. I have been part of the company for over 21 years, serving in various capacities.
Why did you join Proud@TheStar?
My journey with Spectrum/Proud began during the marriage plebiscite, a time that placed the LGBTQI+ communities under intense scrutiny. The narrative was often harmful and derogatory, particularly from certain media and public spheres.
My involvement was driven by a deep-seated commitment to be a beacon of support and positivity for those in need. The power of visibility is profound, especially for individuals from diverse backgrounds. Witnessing allies and LGBTQI+ members who embraced their identity with openness and pride inspired me to be true to myself. In turn, I aspired to be that source of encouragement and affirmation for others, fostering an environment where authenticity is celebrated and safeguarded.
In your opinion, what was your most significant achievement as Co-Lead of Proud@TheStar?
There are so many to list, but I have three achievements that stand out.
The first was being involved with our first-ever successful AWEI Gold Employer status. It was such a fantastic recognition of what Proud and The Star have achieved (and we smashed the previous year’s score, which made it even better).
Secondly, I was invited to help reintroduce a team member who was affirming their gender to their department. It was an absolute joy to see the collaboration from all the stakeholders and how their team welcomed them with open arms. Seeing a person’s growth and change since they affirmed has been remarkable and is the perfect story of how allowing people to be their authentic selves really does create a positive impact.
And lastly, of course, winning Network Leader of the Year and Employer of the Year at the 2024 Australian LGBTQ+ Inclusion Awards.
What does winning Network Lead of the Year mean to you?
I cried. That’s the Piscean in me. In all seriousness, though, I was really honoured to be nominated and a finalist. So, when my name was announced, I was utterly shocked! Without the dedication of the Proud team, we would never have been able to achieve what we had. Being able to co-lead a group of passionate and driven people is an absolute pleasure, and they are what fuelled me to keep going, even when it did get a little tough.
What do we do best here at the Star in terms of D&I?
We involve everybody and create a safe and inclusive work culture. Our PVP shows that we are serious about embedding D&I into our business.
What advice can you give as an outgoing Co-Lead?
Allyship is a crucial part of transforming conversations. Even for those who identify as LGBTQI+, we can still be allies for others within the community. Alarming laws and legislation have been passed in other countries that can significantly impact people’s lives. As a business, The Star is ahead of many in our industry in terms of diversity and inclusion, but there’s still a lot to do. The Trans and gender-diverse communities are starting to feel vulnerable, so let’s continue to work on making The Star a safe and inclusive place for everyone, esp., for trans and gender-diverse team members.
The Star Entertainment Group announced on 5 April 2016 share sale facilities that provided eligible small shareholders the opportunity to sell their shares without incurring any brokerage or handling costs.
Participation in the separate share sale facilities were open to eligible shareholders whose registered address was in Australia or New Zealand as at 7.00pm (Sydney time) on 29 March 2016 (Record Date) and who were:
On 5 April 2016, eligible shareholders were sent a letter together with a Share Retention Form (for the Small Holding Sale Facility) or a Sale Instruction Form (for the Voluntary Share Sale Facility), and Terms and Conditions for the relevant share sale facility.
Both share sale facilities closed at 5:00pm (Sydney time) on 17 May 2016 (Closing Date).
All participants who had their SGR shares sold under either the Small Holding Sale Facility or the Voluntary Share Sale Facility received the same average price of $5.51 per share, which was calculated by dividing the total proceeds from the sale of all SGR shares sold under the facilities by the total number of SGR shares sold under the facilities.
Payment of the sale proceeds were made to participating shareholders on 27 May 2016 in accordance with their payment instructions as recorded on the share register.
Small Holding Sale Facility
The Small Holding Sale Facility was conducted in accordance with The Star Entertainment Group’s Constitution and the Australian Securities Exchange Listing Rules that enables all listed companies to sell shareholdings valued at less than $500 (Unmarketable Parcel).
Based on a share price of $5.68, being the closing price of The Star Entertainment Group (SGR) shares on the Australian Securities Exchange on the Record Date, an Unmarketable Parcel was any holding of 88 shares or less.
Eligible shareholders who wished to retain their Unmarketable Parcel were required to return a Share Retention Form to the share registry by the Closing Date.
Small Holding Facility Key Dates:
Voluntary Share Sale Facility
The Voluntary Share Sale Facility was conducted in accordance with Class Order CO 08/10 issued by the Australian Securities and Investment Commission.
Eligible shareholders who wished to sell their shares under the Voluntary Share Sale Facility were required to return a Sale Instruction Form by the Closing Date.
Voluntary Holding Facility Key Dates:
For full details of the Small Holding Sale Facility and the Voluntary Share Sale Facility, please see the ASX Announcement dated 5 April 2016 in the News section of our website.
The demerger of The Star Entertainment Group (formerly known as Echo Entertainment Group Limited) from Tabcorp Holdings Limited (Tabcorp) was implemented on 15 June 2011 by way of Scheme of Arrangement pursuant to the Tabcorp Scheme Booklet dated 15 April 2011 (Demerger).
As part of the Demerger, Tabcorp sought a ruling from the Australian Taxation Office on the taxation implications for shareholders. On 29 June 2011, the Australian Taxation Office issued Class Ruling CR 2011/66, in accordance with the application made by Tabcorp. A copy of the Class Ruling CR 2011/66 can be viewed here.
A Tax Calculator is provided below to assist shareholders in calculating the Australian capital gains tax cost base allocation for Tabcorp shares and The Star Entertainment Group shares. The Tax Calculator is a general guide only and does not constitute tax advice. Shareholders should seek advice from an appropriate professional adviser on the tax implications of the Demerger based on their own individual circumstances.
Click here to download the Tax Calculator
Click here to access information on the Australian Taxation Office website
