About Us 🚀

Bridgit is a leading non-bank lender transforming the way Australians access property equity. Purpose-built to make property transactions faster and easier, we pioneered the Buy Now, Sell Later solution – empowering homeowners to unlock their property equity and move on their terms. With a simple digital application, fast approvals, and flexible loan options, we’re making property finance seamless and stress-free.

We’re now five years old and making huge strides. We have accredited over three-quarters of Australia’s broker network, and launched white label solutions with Australia’s largest aggregators – Connective, Aussie Home Loans, Finsure, and Loan Market Group – and we’re just getting started.

Our momentum has been recognised with awards such as Best Growth Story at the 2025 Fintech Awards, 2025 Finder People’s Choice Award for Lending Innovation, the finalist for Excellence in Lending (Business & Consumer) at the 2025 Finnies, Deloitte's tech fast 50 2025 and finally; being recognised as one of LinkedIn’s top 20 Start Up’s in Australia 2025.

The difference you'll make
As we move into the next chapter of growth, we're looking for a Chief People Officer to help shape the organisation we're becoming. This is a strategic, part-time (3 days per week) seat at the leadership table, partnering directly with the CEO and Executive team to design and drive a people strategy that scales with ambition.

The emphasis here is as much on rigour and operational discipline as it is on culture. If you've built people functions inside fast-moving, regulated tech businesses, this is the role for you.

What You'll Do

People & Culture Strategy

• Define and lead Bridgit's P&C strategy alongside the CEO, aligned to business objectives and our next phase of growth.

• Champion a high-performance culture that balances accountability with genuine care for our people.

• Advise the CEO and Board on people risk, organisational health, and culture as a competitive advantage.

• Lead change management as the business evolves: structural changes, new ways of working, cultural integration.

Workforce Planning & Organisational Design

• Partner with the Executive team to design team structures that are fit for purpose today and scalable for tomorrow.

• Translate headcount plans into operational hiring roadmaps with clear accountability and timelines.

• Identify capability gaps and work with the People & Talent Lead to address them through hiring, development, or restructuring.

M&A, IPO Readiness & Compliance

• Lead people-side due diligence and post-acquisition integration: workforce structure, IR risk, culture alignment, and systems consolidation.

• Ensure people processes, data quality, and documentation are investor-grade and audit-ready for any capital market activity.

• Own Fair Work compliance across all employment relationships, including modern award obligations, employment contracts, and policy frameworks.

• Manage a multi-jurisdictional workforce across employment compliance, benefits, and entity complexity, including EOR relationships.

HRIS & People Operations

• Ensure our HRIS supports compliance reporting, workforce analytics, and operational efficiency across all jurisdictions.

• Drive automation of repeatable people processes so the team's time is spent on high-value work.

• Build reporting capability that gives the CEO and Board meaningful, accurate people data.

People Function Leadership

• Lead and mentor the People & Talent Lead and any additional direct reports, providing strategic direction while empowering operational execution.

• Set clear priorities for the People function and ensure the team is focused on the highest-impact work.

• Serve as a trusted advisor to the CEO and ELT on leadership effectiveness, team dynamics, and complex people decisions.

What We're Looking For

Experience & Background

• Proven HR/People leadership experience at CPO or Head of People level inside a fast-scaling tech or scale-up business.

• Hands-on experience with Fair Work, modern awards, and Australian employment law: you've run a restructure process and know how to do it right.

• Experience managing a multi-jurisdictional workforce across employment compliance, benefits, and entity complexity.

• Direct M&A experience: you've led people-side due diligence and post-acquisition integration.

• IPO readiness experience, or a demonstrated understanding of what investor-grade people processes look like in practice.

• A track record designing and executing people strategy at an organisational level, not just managing a team or process.

Skills & Capabilities

• Commercially sharp: you understand P&L dynamics, headcount ROI, and how people decisions impact business performance.

• Strategic thinker who can zoom out to set direction and zoom in on complex compliance or people problems, often on the same day.

• Data-informed decision maker who uses people analytics to guide planning and measure impact.

• Confident at the Executive and Board level: you earn trust quickly and are comfortable influencing without always having authority.

• Excellent communicator who can distil complex thinking into clear direction and bring a room along with you.

The Kind of Person You Are

• Energised by ambiguity: you've built in environments where the infrastructure wasn't fully there yet, and that excites you.

• You've carried real accountability for compliance and operations, not just advised on them.

• You lead with curiosity and empathy, and you genuinely care about the wellbeing and development of those around you.

• You hold yourself and others to high standards without creating unnecessary overhead.

• You're excited by Bridgit's mission and growth trajectory, and you want to be part of what comes next.
  
  Our Culture and Benefits

  Bridgit values its team, they are the heart of how we build this business. Along with competitive remuneration, slick offices and the chance to be part of an innovative, agile fintech, we also offer:
  

  • Extra Leave – We offer birthday leave + an additional day of paid leave to be used for life events, celebrations, or just a mental health reset.

  • Two Weeks from Anywhere – We encourage employees to work remotely from a location of their choice for two weeks each year.

  • Learning and Development – All employees are encouraged and empowered to engage in professional development, including a number of learning initiatives run internally.

  • Social Events – We have a jam-packed social scene, with events throughout the year to bring the team together!

  Ready to Make an Impact?

  If you’re excited about reshaping the lending industry and want to be part of a company that values authenticity and innovation, we’d love to chat. Apply now and let’s build the future of finance together! 🚀