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.

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.

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.

• Content: you write the competency frameworks, policies, guides, and comms the team needs.
• Programs: you run projects end to end, building the plan, chasing stakeholders, and holding the dates.
• Employee Relations: you run and manage cases yourself, start to finish.
• 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.
• Write and maintain policies. Own the handbook and keep it accurate as the company changes entities, countries, and structures.
• Draft internal comms for People team initiatives, including announcements, manager guidance, FAQs, and rollout messaging.
• Build practical materials such as manager toolkits, training decks, process guides, templates, and briefing docs.

Program management

• Coordinate People team programs end to end, including performance cycles, engagement surveys, onboarding improvements, platform rollouts, and compliance projects.
• Build project plans with owners, dates, and dependencies. Track them and escalate early when something slips.
• Coordinate stakeholders across People, Legal, Finance, Talent Acquisition, and business leadership.
• Own the follow-through after decisions are made.

Employee Relations

• Run and manage ER cases: grievances, investigations, performance management, absence, conduct, and exits.
• Take cases from intake to outcome, including meetings, evidence gathering, findings, outcome letters, and records.
• Work with in-house employment counsel and the Employment Relations team on complex or high-risk matters.
• Spot patterns across cases and raise them.

Supporting People Operations

• Improve processes for onboarding and offboarding, contract changes, leave, reference letters, and ticket flows.
• Document undocumented processes and simplify complicated ones.
• Help People Ops land projects such as system rollouts, audit and compliance prep, vendor changes, and data cleanups.
• Pull and sanity-check data when someone needs a number to make a decision.

What We Need

• Strong AI use for content: you use AI to produce accurate, readable, on-tone content quickly.
• US employee relations case management (essential): you have run US cases independently, including investigations and performance exits, and know where legal risk sits and when to escalate. Exposure to other jurisdictions is a bonus.
• Generalist track record in fast growth: you have worked in a generalist People or HR role at a startup or scale-up where processes did not yet exist.
• Delivery: you have project managed work with more than five stakeholders and landed it on time.
• Influence without authority: you can chase senior stakeholders for input and decisions.
• Organization: you keep trackers, clear status, and no surprises.
• Comfort with ambiguity: you return with a draft rather than a list of questions.
• Data fluency: you can use HRIS, spreadsheets, and survey data to pull, check, and present numbers.
• Distributed org experience: you can work asynchronously across time zones and entities.
• Breadth: you prefer doing many things well and believe in evidence over instinct.

We care more about evidence of good work than years of experience. Bring examples such as frameworks you wrote, programs you ran, and cases you closed.

Compensation

Salary range: $126,000 to $148,000 USD. Pay tiers vary by geographic location, and bonuses and equity are included in all full-time offers. Final compensation depends on factors including location, experience, skills, internal pay equity, and market conditions.

What It's Like to Work at Invisible

At Invisible, we operate at the intersection of advanced AI and human ingenuity. Ownership is at the core of everything we do. We expect bold ideas, relentless drive, and the ability to turn ambiguity into opportunity.

Equal Opportunity Statement

Invisible is 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.