Senior HR Business Partner

Summary

Join Invisible Technologies as a Senior HR Business Partner and collaborate with Commercial and Operations teams to enhance business performance through effective people strategies. Partner with the broader People Team to embed company culture and values while ensuring successful execution of company-wide people initiatives. Act as a strategic HR partner, aligning people strategies with business objectives and influencing senior stakeholders to adopt proactive talent practices. Maintain a deep understanding of team dynamics to develop strategies for talent engagement, retention, and growth. Lead workforce and succession planning, ensuring compliance with US labor laws and global standards. Champion global HR initiatives and drive best practice sharing.

Requirements

• 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

Responsibilities

• 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

Benefits

Bonuses and equity are included in offers above entry level