Experience Manager

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.

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.

• Content: you write the competency frameworks, policies, guides, and comms the team needs and never has time to produce properly.
• Programs: you run projects end to end. You build the plan, chase the stakeholders, hold the dates, and get it across the line.
• 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.

• 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.

• 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.

• 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.

• Improve the processes behind our day-to-day: onboarding and offboarding, contract changes, leave, reference letters, ticket flows.
• Document what isn't documented and…