Invisible Technologies
Senior HR Business Partner
Job Summary
This role as a Senior HR Business Partner involves working closely with Commercial and Operations teams to develop and execute people strategies that drive business performance. The incumbent will influence senior stakeholders, support talent management, and lead workforce planning initiatives within a high-growth, fast-paced environment. Extensive experience in HR partnership, employee relations, labor law, and organizational development is required. The position emphasizes strategic thinking, data-driven decision making, and fostering a strong organizational culture.
Required Skills
Benefits
Job Description
About Invisible
Invisible Technologies is the AI operating system for the enterprise. Our end-to-end AI Software Platform structures messy data, builds digital workflows, deploys agentic solutions, evaluates/measures impact, and mobilizes relevant human experts. Invisible has trained foundation models for more than 80% of the world’s leading AI model providers, including Cohere, Microsoft, and AWS, and we have the expertise to customize AI for any industry, function, or use case.
Invisible makes AI work in the real world. In 2024, we reached $134M in revenue and were named the #2 fastest growing AI company on the Inc. 5000.
About The Role
As a Senior HR Business Partner, you will work closely with the Commercial and Operations teams, supporting department heads and their direct reports to drive business performance through effective people strategies. In partnership with the broader People Team, you will be responsible for embedding our culture, values, and behaviors, while ensuring the successful execution of our company-wide people initiatives within your client groups. This US-based role reports directly to the Head of Hiring.
What You’ll Do
- Act as a strategic HR partner to Commercial and Operations leaders, aligning people strategies with business objectives.
- Influence senior stakeholders to adopt proactive talent, workforce, and organizational practices.
- Maintain a deep understanding of team dynamics to develop strategies that engage, retain, and grow talent.
- Lead workforce and succession planning to align headcount with business needs while building long-term leadership strength and ensuring regional compliance
- Ensure compliance with US labor laws and support global adherence to legal and cultural standards.
- Champion global HR initiatives and drive best practice sharing across international teams.
- Lead performance enablement, including feedback, coaching, and development planning.
- Collaborate on setting and evaluating department-level goals tied to business performance.
- Drive and support change initiatives related to growth, transformation, or restructuring.
- Analyze engagement feedback and people data to evaluate program effectiveness and drive action plans that enhance the employee experience.
- Provide trusted guidance on complex or sensitive people matters.
- Promote strong team culture through leadership development and tailored team interventions.
What We Need
The ideal candidate brings deep HR business partnering experience in fast-paced, high-growth environments, with a proven ability to influence senior stakeholders and drive business outcomes through people strategies. You excel at coaching leaders, navigating complexity, and executing across a broad range of HR domains. You thrive in a scaling, entrepreneurial tech context and operate with a strategic, data-informed mindset.
- Extensive HRBP experience in modern, high-growth organizations with a mature business partnering model
- Proven success supporting Commercial and/or Operations functions in dynamic business environments
- Demonstrated ability to thrive in a matrixed organization, influencing across functions, geographies, and reporting lines
- Strong experience leading workforce strategy and headcount planning aligned to business goals
- Deep expertise in U.S. employee relations, labor law, and compliance matters
- Demonstrated ability to drive people initiatives across performance, engagement, talent development, and compliance
- Proven track record in partnering with legal teams on classification, policy, and regulatory topics
- Strong leadership coaching skills and a history of driving effective change management initiatives
- Experience managing or supporting leadership and management development programs
- Ability to build and sustain culture in a remote-first or distributed environment
- Adept at leveraging HR technology and tools to drive process efficiency, automation, and scalability
- Skilled at shifting between strategic thinking and hands-on execution
- Data-driven with fluency in people analytics, HRIS platforms, and using workforce metrics to guide decisions
- Exceptional communication and interpersonal skills; adept at building trust and influence at all levels
- Comfortable operating in ambiguity and solving complex challenges with sound judgment
- Capable of challenging constructively and building alignment in cross-functional environments
What’s In It For You
Invisible is committed to fair and competitive pay, ensuring that compensation reflects both market conditions and the value each team member brings. Our salary structure accounts for regional differences in cost of living while maintaining internal equity.
For this position, the annual salary ranges by location are:
An Invisible Talent Acquisition Partner can provide more information on which locations are included in each of our geographic pay tiers during the interview process. For candidates outside the U.S., compensation will be adjusted to reflect local market conditions and cost-of-living differentials.
Bonuses and equity are included in offers above entry level. 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’re committed to providing reasonable accommodations for individuals with disabilities. If you need assistance or accommodation due to a disability, please contact our Talent Acquisition team during the recruitment process at [email protected].
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.
Invisible Technologies
The AI training and scaling partner for the leading foundation model providers and enterprises.
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