Pivot Wealth is Australia's most awarded financial advice business and one of the fastest growing. We help high-income professionals and families create a life not limited by money, and we do it with conviction, plain English, and a serious belief that the average financial playbook is broken. We're growing fast, hiring meaningfully. We're building a team of exceptional people who hold each other to a high bar and genuinely take care of each other along the way. This role sits right at the centre of how that team gets built. Why you'll love working with us You'll work with a team that's outcome-obsessed, not activity-obsessed. We don't do corporate theatre, we don't do politics, and we don't do "let's circle back." We ship. Real ownership of the talent and people function You'll get the autonomy to actually own the talent and people function And you'll be supported with proper investment in your seat: a competitive base, a 20% incentive plan, ESOP participation, and a leadership team that reads your updates and responds within a day. The role / what you'll own This role is a 70/30 split between Recruitment and People Function. This sits across: Talent acquisition. You own the hiring engine. Scoping, sourcing, screening, selection, offers, onboarding handover, probation. Hiring managers should spend their time on the closing conversation - not the funnel. Culture, engagement and retention. You'll review the EVP twice a year, run engagement initiatives that actually move the needle, and partner with leaders to retain our top talent. HR ops, compliance and risk. Audit-ready at any time. You'll own policies, HRIS hygiene, contracts, the BrightHR partnership, and bi-annual compliance audits. Growth and succession. Every leadership seat needs a named successor or a documented plan to find one. You'll build the systems and frameworks - 30/60/90 plans, onboarding checklists, interview frameworks - that scale with us. Strategic people planning. You'll be in monthly leadership meetings contributing to workforce planning, role design, org structure, and remuneration cycles. Leadership enablement. You'll support our leaders to run better people rhythms -performance feedback, goal-setting, development conversations. The must-haves 5+ years in talent acquisition, or a hybrid people role, ideally in a scaleup or professional services environment. Proven track record owning recruitment end-to-end, not just one part of the funnel. Solid grounding in HR operations and Australian employment law (Fair Work Act, modern awards, common ER scenarios). Exceptional communication, particularly the ability to translate people work into business terms for non-HR leaders. Strong stakeholder management. Comfortable challenging leaders, not just supporting them. Comfort with ambiguity and the ability to create structure fast. Extra awesome if you've also got: A track record of building employer brand from the ground up - LinkedIn, Glassdoor, careers page, recruitment marketing. Experience with Employment Hero, BrightHR, or similar HRIS platforms. Exposure to salary benchmarking and incentive design. Maybe this role isn't for you if... You need high levels of structure and direction to do your best work. You're conflict-avoidant. This role calls leaders out, holds compliance lines, and has hard conversations. You think recruitment is a transactional, reactive function. We don't. What success looks like In your first 90 days, you'll have run a full recruitment campaign, audited our existing people frameworks, and built strong working relationships with every leader in the business. Within 12 months, you'll have recruited in line with our hiring plans, lifted top-performer retention, and shaped how Pivot's people function works as we scale. How to apply If you've read this far and you're nodding, we want to hear from you. Send your CV plus a short note without using AI, telling us why you think you're a great fit for the role. 100-200 words is plenty #J-18808-Ljbffr