People Operations Coordinator
57k - 78k USD
Hybrid
Full Time
#Talent
#People Operations
#HR
#HRIS Platforms
#Benefits Administration
#Jira
#Data Hygiene
#Onboarding
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
Join our team as a People Operations Coordinator and take ownership of the systems and workflows that support every stage of the employee lifecycle. You’ll be the backbone of operational excellence across onboarding, compliance, equity, benefits, and offboarding—bringing clarity, precision, and structure to our most critical HR processes. You thrive in fast-moving environments, where no task is too small and every detail matters. Working closely with Legal, Payroll, and Talent teams, you’ll manage tactical execution while laying the foundation for scalable, people-first infrastructure across the company.
What You’ll Do
- Maintain and update employee records across core HR systems (e.g., Rippling, Deel), ensuring accuracy in job titles, employment classifications, equity grants, and benefits data
- Perform regular audits of HRIS data, onboarding workflows, and compliance documentation to identify inconsistencies and ensure records meet internal and legal standards
- Manage the People Jira queue and respond to Tier 1 system and HR inquiries—such as employment verifications, policy clarifications, and access issues—acting as the first line of support for Builders and internal stakeholders
- Coordinate onboarding logistics, including background check tracking, I-9 verification, onboarding call invites, and classification checks for new hires and contractors
- Process terminations and employee offboarding with attention to detail, confirming system accuracy, and final pay readiness in collaboration with Payroll
- Route and manage HR task requests through project management tools like ClickUp and Jira, escalating to relevant teams when appropriate and tracking follow-through
- Support basic data pulls and reporting needs for the People, Legal, Finance, and IT/Security teams, ensuring timely and accurate delivery of HR-related information
- Keep key workflows clean and up-to-date, closing out employee profiles and performing system hygiene across platforms to maintain operational readiness and compliance
- Special projects and tasks as assigned in partnership with the People team
What We Need
- 6 months to 2 years of hands-on HR experience, ideally in a fast-paced or start-up environment where you've supported foundational People Operations functions
- Familiarity with HRIS platforms (e.g., Rippling, Deel), and a track record of maintaining clean and compliant employee data.
- A working knowledge of benefits administration, including data hygiene, enrollments, and coordination with internal or external partners.
- Comfort working with cross-functional teams (Legal, Payroll, IT/Security) to ensure people processes are aligned and executed smoothly.
- Experience managing a Jira queue or equivalent project/ticketing system, with the ability to triage requests, escalate when necessary, and track issues to completion.
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
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Company Size
51-100
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