People Experience Manager

About Invisible

Invisible Technologies makes AI work. Our end-to-end AI platform structures messy data, automates digital workflows, deploys agentic solutions, measures outcomes, and integrates human expertise where it matters most.

Our platform cleans, labels, and structures company data so it is ready for AI. It adapts models to each business and adds human expertise when needed, the same approach we have used to improve models for more than 80% of the world’s top AI companies, including Microsoft, AWS, and Cohere.

Our successes span industries, from supply chain automation for Swiss Gear to AI-enabled naval simulations with SAIC, and validating NBA draft picks for the Charlotte Hornets.

Profitable for more than half a decade, Invisible reached $134M in revenue and ranked as the number two fastest growing AI company on the 2024 Inc. 5000. In September 2025, we raised $100M in growth capital to accelerate our mission of making AI actually work in the enterprise and to advance our platform technology.

About The Role

This is a generalist People Experience role. You'll work across the whole People team, taking things from idea to delivered, reporting to the People Experience Director as their main support for execution.

A good part of the job is making the rest of the team better at what it does: streamlining People Operations processes, rewriting the policies behind them, and getting their projects over the line. The rest is content, programs, and employee relations casework of your own.

You'll have proper support around you. In-house legal counsel covers anything with real risk attached, and our People Operations specialists own the systems and transactional work. Your job is improving how it all runs, not carrying it alone.

1. Content: you write the competency frameworks, policies, guides, and comms the team needs and never has time to produce properly.
2. Programs: you run projects end to end. You build the plan, chase the stakeholders, hold the dates, and get it across the line.
3. Employee Relations: you run and manage cases yourself, start to finish.
4. Process and policy: you find what's clunky across the People team and fix it.

What You’ll Do

Content creation

• Write competency frameworks, career paths, and leveling content for teams across Invisible, working from subject matter input from leaders and business partners.
• Write and maintain policies. Own the handbook. Keep it accurate as we change entities, countries, and structures.
• Draft internal comms for People team initiatives: announcements, manager guidance, FAQs, rollout messaging. You'll write in our voice, which is direct and short. Not corporate.
• Build the practical stuff that makes a program real: manager toolkits, training decks, process guides, templates, briefing docs.

Program management

• Coordinate People team programs end to end: performance cycles, engagement survey and action planning, onboarding improvements, platform rollouts, framework launches, compliance projects.
• Build project plans with owners, dates, and dependencies. Track them. Escalate early when something slips.
• Coordinate stakeholders across People, Legal, Finance, Talent Acquisition, and business leadership. They don't report to you and all of them are busy. You still get the decisions you need.
• Own the follow-through after decisions get made. The gap between "we agreed this" and "this is live" is your job to close.

Employee Relations

• Run and manage ER cases: grievances, investigations, performance management, absence, conduct, exits.
• Take cases from intake to outcome. Hold meetings, take notes, gather evidence, write up findings, draft outcome letters, keep records clean.
• Work with our in-house employment counsel and the Employment Relations team on anything complex or high risk. You're supported on the hard ones, and you're running the caseload.
• Spot patterns. If three cases in one team say the same thing, you say so.

Supporting People Operations

• Improve the processes behind our day-to-day: onboarding and offboarding, contract changes, leave, reference letters, ticket flows.
• Document what isn't documented and simplify what's grown complicated. If a process you just ran was painful, you rewrite it before the next cycle.
• Help People Ops land their projects: system rollouts, audit and compliance prep, vendor changes, data cleanups.
• Pull and sanity-check data when someone needs a number to make a decision.

What We Need

• You use AI to produce content fast and well. You can take a messy brief and a few stakeholder conversations and come back with a framework or policy that is accurate, readable, and on tone. We care about the output and the judgment behind it, not how long it took.
• US employee relations case management. Essential. You've run US cases independently, including investigations and performance exits. You know where the legal risk sits, how it shifts by state, and when to escalate. Exposure to other jurisdictions is a bonus.
• A generalist track record in fast growth. You've worked in a generalist People or HR role at a startup or scale-up where the process didn't exist yet, and you were the person who actually delivered. You know what to build now and what can wait.
• You finish things. You've project managed something with more than five stakeholders and landed it on time. You close the loop without being chased, and you flag risk early rather than explaining a miss afterward.
• You move people without authority. You'll chase senior stakeholders for input and decisions. You're comfortable being politely relentless.
• You're organized in a way other people can see. Trackers, clear status, no surprises. If a program has six workstreams, you can tell us in 30 seconds where all six are.
• Comfort with ambiguity. Some briefs will be clear. Some will be a sentence and a deadline. You come back with a draft, not a list of questions.
• Data fluency. HRIS, spreadsheets, survey data. You can pull the numbers, sanity-check them, and put them in front of someone who needs to decide something.
• Distributed org experience. We're global and remote-first, across multiple time zones and entities. You know how to keep things moving asynchronously.
• You like breadth. You'd rather do eight different things well than one thing forever, and you believe in evidence over instinct.

We're less interested in years of experience than in evidence you've produced a lot of good work. Bring examples. Frameworks you wrote, programs you ran, cases you closed.

You can find more information about our geographic pay tiers here. During the interview process, your Invisible Talent Acquisition Partner will confirm which tier applies to your location. For candidates outside the U.S., compensation is adjusted to reflect local market conditions and cost of living.

*Bonuses and equity are included in all full-time offers. Final compensation is determined by a combination of factors, including location, job-related experience, skills, knowledge, internal pay equity, and overall market conditions. Because of this, every offer is unique. Additional details on total compensation and benefits will be discussed during the hiring process.

What It's Like to Work at Invisible:

At Invisible, we’re not just redefining work—we’re reinventing it. We operate at the intersection of advanced AI and human ingenuity, pushing the boundaries of what’s possible to unlock productivity and scale. Ownership is at the core of everything we do. Here, you won’t just execute tasks—you’ll build, innovate, and shape the future alongside world-class clients pushing the boundaries of AI.

We expect bold ideas, relentless drive, and the ability to turn ambiguity into opportunity. The pace is fast, the challenges are big, and the growth is unmatched. We’re not for everyone, and we’re okay with that. If you’re looking for predictable routines, this isn’t the place for you. But if you’re driven to create, thrive in dynamic environments, and want a front-row seat to the AI revolution, you’ll fit right in.

Country Hiring Guidelines:
Invisible is a hybrid organization with offices and team members located around the world. While some roles may offer remote flexibility, most positions involve in-office collaboration and are tied to specific locations. Any location-based requirements or hybrid expectations will be communicated by our Talent Acquisition team during the recruiting process.

AI Interviewing Guidelines:
Our hiring team thoughtfully uses AI to support an efficient, engaging, and inclusive interview process. Since AI can also be a helpful tool for candidates, we've outlined expectations for using it ethically throughout your interview journey. Click here to learn more about how we use AI and our guidelines for candidates.

Accessibility Statement:
We are committed to providing reasonable accommodations for individuals with disabilities. If you require an accommodation to participate in the application or interview process, please submit your request using our accommodation request form. A member of our team will follow up to support your request.Here is the link the google form:https://docs.google.com/forms/d/e/1FAIpQLScqsu0PCQ0m0lwt-VFeXovNbZxWk0jogv8QI_ciGqZsIbSBjQ/viewform?usp=sharing&ouid=102356854798492362557

Equal Opportunity Statement:
We’re an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or veteran status, or any other basis protected by law.

Due to a high volume of candidates, Invisible may use automated decision-maker technologies to filter candidates based on response to our application questions and other provided information. Our use of automated decision-making enables us to be efficient by providing a manageable list of possible candidates that meet our mandatory hiring criteria. If you object to our use of automated decision-making please contact us.