About NonPublic
Pre-IPO access has long been an institutional privilege. NonPublic changes that. We give over 1,000 wholesale investors direct access to the world’s most sought-after private companies, including SpaceX, OpenAI, Anthropic, Canva, and Anduril, through ASIC-regulated unit trusts and SPVs.
The Role
NonPublic is scaling quickly, and the next stage needs a people function that brings discipline, structure and pace.
This is a hands-on, high-agency role for someone who can build the foundations across hiring, people operations, compensation, performance and culture without slowing the business down. You will need to hold your own with founders and executives, make sharp practical calls, and win top talent through creative, unconventional approaches rather than a standard HR playbook.
You will learn NonPublic’s story deeply enough to sell it convincingly, improve what already exists, and help shape the people operating system as the company grows.
What You'll Own
Recruiting & talent brand
- End-to-end hiring. Own the full recruitment process, including role scoping, job descriptions, sourcing, outreach, screening, interview coordination, shortlisting, references, offer and contract management and closing.
- Sharper job specs. Partner with hiring managers to clarify outcomes, level, must-haves, trade-offs and success measures before going to market.
- Creative sourcing. Go beyond conventional job ads and recruiter panels. Build inventive, high-conviction ways to find, court and close candidates.
- Process discipline. Build a faster, cleaner hiring process with clear stages, scorecards, feedback loops and candidate communication.
People operations & employee support
- Core policies. Create, maintain and operationalise policies across data protection, employee handbooks, code of conduct, leave, entitlements and other people-related obligations.
- Onboarding and offboarding. Own onboarding from signed offer through to first-week setup and manager handover, and run clean, respectful and controlled offboarding, including access removal, documentation and exit feedback.
- Personal challenges. Support members of the management team and wider staff through personal circumstances that affect their work, with judgement, empathy and discretion.
- Cross-functional gaps. Step into situations where communication has broken down between teams or individuals, and resolve them directly before they affect delivery.
- Visas and facilities. Manage visa and immigration applications for international hires, and handle practical operational matters such as negotiating with landlords and vendors for office space.
- People systems. Keep employee records, contracts, documentation and operating processes organised, current and easy to use.
Compensation and benefits
- Compensation structure. Support the development of salary brackets, bonus frameworks and commission structures that are practical, fair and commercially aligned.
- Benefits and insurance. Coordinate benefits, insurance and other employee support programs, ensuring they are fit for the team and understood by employees.
- Decision support. Provide clear, commercially-minded input to leadership on compensation decisions, role levelling and internal consistency, and hold your ground when a proposal does not stack up.
Performance and employee relations
- Performance framework. Build a lightweight performance review framework that gives managers and employees clarity on expectations, feedback and development.
- Manager support. Coach managers on direct feedback, documentation, performance conversations and conflict management.
- Employee issues. Handle sensitive people matters with judgement, discretion and pace, escalating where needed and keeping the business protected.
- Career development. Develop simple career progression principles so high performers can see how they grow with the company.
Culture and operating rhythm
- Offsites and rituals. Plan and manage team offsites, in-person moments and cultural rituals that create alignment without forcing office habits into a remote-first model.
- Remote-first ways of working. Help the team operate well across locations, with strong communication norms, accountability and connection.
- Standards. Reinforce the behaviours that matter at NonPublic: pace, ownership, precision, clear communication and sound judgement.
What You Bring
- 4–7 years’ experience: across HR, People Operations in a fast-moving business.
- Extremely assertive: You can hold your ground with high-powered executives and founders who have strong opinions, without damaging the relationship.
- Hands-on operator: You are comfortable doing the work yourself, from writing a JD to closing a candidate to drafting a policy.
- Creative flair: You bring inventive, non-corporate ideas to hiring and winning over top talent, and you take the time to learn a company’s story and vision deeply.
- Sharp judgement: You can separate signal from noise, make good calls with incomplete information, and know when to escalate.
- Direct communicator: You are clear, calm and comfortable having honest conversations with founders, managers and employees.
- Comfortable with ambiguity: You can build structure where none exists and adapt as priorities shift.
- Commercial mindset: You understand that people decisions need to support the business, not sit beside it.
- High discretion: You handle confidential information carefully and can be trusted with sensitive people matters.
What we offer
- Real ownership: You are building the people function, not inheriting someone else’s.
- A seat at the table: You will work directly with the founders and shape decisions, not just execute them.
- Remote-first: for real. Work where you do your best work, with team offsites to connect and build together in person.
- Room to grow: Get this right and you grow into the leader of everything people at NonPublic.
- High impact: The systems you build will directly affect the quality of the team, the speed of hiring and the way the company scales.
If interested, please click apply or email [email protected] with your resume and optional cover letter.