Head of People and Culture

What We Do:

First things first—what is No Fluff?

We’re the agency that cuts through the marketing nonsense. While others focus on buzzwords, we focus on what truly matters: understanding your customers and what drives them to buy. It’s consumer psychology that meets real results. If you're tired of the usual corporate fluff and want to work where real impact matters, we should talk.

The Role:

Head of People & Culture Wanted:

building a culture that drives results.

great people strategy creates great business outcomes.

Human Resources as a strategic business function

What You Will Be Doing

Culture & People Strategy

• Own the culture –

  Build culture like a product through systems and rituals that make work feel purposeful, not obligatory

• Drive talent strategy

  – Build recruitment processes that attract A-players who fit our culture

• Performance that matters

  – Design review systems that improve performance, not just document it

• Retention that counts

  – Identify and address factors that keep our best people engaged and growing

• Lead by example

  – Embody the No Fluff values and help others do the same

Team Development & Operations

• Hire smart, hire right

  – Lead end-to-end recruitment from sourcing to onboarding

• Develop our people –

  Coach team leads to become strong leaders through feedback skills, conflict management, and building resilient, accountable teams

• Handle the tough stuff –

  Be the calm in chaos when things get messy—manage tension, facilitate hard conversations, and ensure people feel heard even when decisions are difficult

• Keep things compliant

  – Ensure all HR practices meet legal requirements without drowning in bureaucracy

• Make data-driven decisions

  – Use people analytics to inform strategy and measure success

Strategic Partnership

• Be a business partner

  – Work with leadership to align people strategy with business goals

• Anticipate needs

  – Identify talent gaps and workforce planning requirements before they become problems

• Drive change effectively

  – Lead organisational changes that stick and improve how we work

• Solve the real problems

  – Address systemic issues that impact team performance and satisfaction

• Scale with purpose

  – Build HR systems that grow with the business without losing our culture

Requirements

• Experience that delivers –

  3+ years in HR roles with proven team leadership experience

• Communication that works –

  Handle difficult conversations and inspire teams with equal skill

• Talent acquisition expertise –

  Proven track record of hiring great people who stick around

• Analytics mindset –

  Use data to make better people decisions and measure success

• Change management –

  Lead organisational changes that people embrace

• Agency experience preferred –

  Understanding of creative and marketing roles in fast-growth environments

• Psychology background –

  Knowledge in psychology/organisational behaviour/marketing is a plus

What No Fluff Needs in this Role

• A Culture Architect:

  Can design, systematise, and scale the kind of culture the brand promises.

• A Tough Coach:

  Gives hard feedback kindly, supports managers, and helps people grow.

• A Problem Anticipator:

  Can sniff out team tensions, morale dips, and alignment gaps before they explode.

• A Change Strategist:

  Can make organisational changes feel clear, fair, and energising, not abrupt or chaotic.

• A Brand Builder (Internally)

  : Treats employer branding, rituals, and team narratives with the same intensity as external branding.

• A Data-Led Human:

  Can read the room and read the reports, data informs the gut, not replaces it.

transform Human Resources from a support function to a strategic advantage