Director of People
Location
Los Angeles
Department
Support
Reports To
CEO
Type
Full time
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About Invisible Dynamics
Invisible Dynamics is a boundary-pushing creative agency that thrives at the intersection of cultural relevance, creative innovation, and strategic intelligence. We help brands connect deeply with their audiences by fusing left-brain analytics with right-brain creativity. As we grow, we seek to build our creative department, which can help drive value for our clients while contributing to our business development efforts.
Our Core Values
How you do anything is how you do everything.
We combine commerce, culture and creativity.
Communication is the key to collaboration.
Rome took time.
Co-founders mindset
Smiling is contagious.
Purpose
The Director of People is responsible for shaping and implementing people strategies that drive performance, culture, and growth at Invisible Dynamics. This pivotal role aligns our talent, development programs, and culture initiatives with the company’s strategic objectives. The Director of People champions a people-first approach, developing policies, programs, and initiatives that foster a positive and productive work environment, ensuring the attraction, retention, and growth of top talent.
This role is essential in establishing and nurturing our company culture and commitment to excellence by overseeing these key areas. The Director of People also collaborates closely with Department and Executive leadership to assess and adapt to current and future resourcing needs, cultivate a consistent talent pipeline,. Ultimately, this position supports making ID a recognized and attractive place to work, both internally and within the industry.
Essential Skills
You are a dynamic leader with a strong foundation in people operations, HR strategy, and organizational development. You are adept at designing and implementing policies that scale with a growing agency and promote a thriving culture. Your experience spans talent acquisition, talent management, performance evaluation, and employee engagement, ideally within creative industries. You excel at fostering strong relationships, anticipating people-centric challenges, and creating an inclusive environment where every employee feels valued.
Responsibilities
Strategic Leadership
Serve as a key advisor to the executive team on all HR-related matters, contributing insights and recommendations on organizational development and team-building strategies.
Drive the creation of a comprehensive people strategy aligned with ID’s business goals, focusing on attracting, developing, and retaining top talent.
Collaborate with leaders across the organization to align HR and people initiatives with business needs and growth objectives.
Manage and report on key people metrics, such as turnover, engagement, and retention, making data-informed decisions to continuously improve the organization.
Resource Management
Regular communication of updates to key leadership and the CEO.
Creating and managing org charts for current and projected states (3, 6, and 12 months).
Tracking and reporting on FT vs. contractor allocations, rates, and contract end dates.
Ensuring CEO financial approval for resourcing decisions.
Defining roles for FT, contractor, and expert designations, and implementing processes for remote and international team members in line with agency philosophy.
Communicating resourcing changes to the team in a timely and clear manner.
Talent Acquisition
Collaborate with ID Leadership to align on current and future talent requirements.
Build and maintain a database of talent for contractor, full-time, and expert resources.
Creation of Job Descriptions, and alignment with Hiring manager and CEO.
Placement of Job Postings on ID website, LinkedIn and relevant industry partners.
Identify and implement opportunities for ID to promote its employer brand.
Develop talent pipelines and partnerships with recruitment agencies as needed to attract diverse, high-caliber candidates.
Hiring & Onboarding
Manage contracts that protect ID from risk and ensure they are signed, organized, and up-to-date.
Ensure every team member has a clearly defined and communicated job description.
Oversee a smooth onboarding process for new team members, including:
Coordinating internal team communication from relevant team members.
Ensuring alignment with new employee setup needs, such as computer, parking, phone, etc.
Developing and maintaining comprehensive Onboarding and Employee Handbooks.
Policies
Update and implement HR policies—covering onboarding, PTO, time in lieu, expenses, employee benefits, and contractor agreements—to ensure compliance and alignment with company culture.
Ensure legal compliance and adherence to industry standards across all people practices, including employee relations, payroll, and benefits administration.
Lead the implementation of HR technologies to streamline operations, support data-driven decision-making, and enhance the employee experience.
Learning & Development
Performance Management
Oversee the performance review process, implementing clear KPIs and review cycles that promote transparency and accountability.
Lead the design of an annual performance review system, integrating monthly reflections to measure growth and contributions year-round.
Partner with leadership to implement and monitor Individual Development Plans (IDPs) for employees, ensuring alignment with company objectives.
Establish and implement ID’s Employee Performance Review and Personal Development programs.
Learning & Development
Support managers with tools, training, and resources for effective feedback, coaching, and employee development.
Create company-wide opportunities for continuous learning and development.
Create and execute development programs that support employee growth, including career pathways, leadership development, and skill-building opportunities.
Collaborate with the CEO to ensure clear processes for promotions, compensation evaluations, and updates.
Partner with department leaders to assess team needs, identify skill gaps, and develop succession planning strategies.
Culture & Engagement
Lead culture initiatives that promote ID’s values, drive engagement and maintain a collaborative work environment.
Facilitate regular employee feedback mechanisms, such as engagement surveys and monthly reflection protocols, to identify and address areas of improvement.
Design and manage employee recognition programs to celebrate individual and team accomplishments.
Develop and lead DEI (Diversity, Equity, and Inclusion) strategies to ensure an inclusive environment for all employees.
Create and manage the internal culture calendar and programming
Identify and manage team building opportunities - both at the company and department level
Logistical Requirements
The Director of People will be based out of our Los Angeles office, leading the support team with a commitment to in-person collaboration. Monday – Thursday required in the office, option Work-from-home Friday’s.
Travel within the US and internationally may be required based on client and company needs. As a full-time employee, the role may involve working extended hours, including evenings and weekends, to meet client deadlines.
