[Hiring] Talent Lead @usebridge.com

Role Description

Bridge has about 70 employees today and is on track to pass 150 within a year. The People function exists to build the programs and run the operations that make that growth work. Bridge is hiring a Talent Lead to own this function. The foundation is in place: Rippling, a handbook and policy set, tracked training, and a leveling framework. You will make it work for a company twice our size. This includes:

• Day-to-day HR operations
• Hiring and workforce planning
• Compensation, benefits, and bonus programs
• Performance cycles
• Onboarding and offboarding
• Leave and accommodations
• Employee relations

You'll partner closely with Legal on employment compliance and with Finance on headcount and people cost, and you'll lead and grow the People team, including recruiters and HR business partners. This is a high-ownership role for a builder who is equally comfortable setting strategy and doing the work. You'll set the long-range people strategy, advise leadership on org design and talent decisions, and report people metrics to the executive team and the board. Reports directly to the CLO.

Responsibilities

• People operations and compliance:
  • Own day-to-day HR operations in Rippling, including payroll accuracy, new hire and exit processes, and leave and accommodations.
  • Lead employee relations with Legal advising.
  • Keep the handbook, required training, and exclusion screening current.
  • Track employee-count milestones that trigger new legal requirements, such as federal workforce reporting at 100 employees.
• Workforce planning and hiring:
  • Build the annual headcount plan with Finance and leadership.
  • Own the hiring process, interview standards, and leveling in offers.
  • Lead and grow the recruiting team and add HR business partners as the company scales.
• Total rewards and benefits:
  • Lead Bridge's go-to-market for benefits, including broker and carrier selection.
  • Maintain leveling and salary bands using Pave data.
  • Design and launch the bonus program.
  • Own the equity structure and grant guidelines.
  • Run the annual pay equity review.
• Performance and development:
  • Run the full review cycle, from framework through calibration and promotions.
  • Build manager development and career frameworks that grow talent in-house.
• People strategy, onboarding, and culture:
  • Build the multi-year People roadmap tied to company strategy.
  • Build onboarding that gets new hires productive fast, and run offboarding.
  • Run engagement surveys and turn results into action with leaders.
  • Track people cost against plan and report people metrics to leadership monthly and the board quarterly.

Qualifications

• 10+ years of HR experience, including 5+ years leading People operations or a People function at a high-growth company.
• Venture-backed experience and scaling a company from about 50 to 150+ employees are strongly preferred.
• Experience building and leading a team that includes recruiters and HR business partners.
• Experience setting long-range people plans and leading initiatives that cross teams.
• Experience running a People function's core operations: HRIS and payroll, onboarding and offboarding, leave and accommodations, and employee relations from intake through resolution.
• Experience building or maintaining leveling, compensation bands, and review cycles, and knowledge of benchmarking with tools like Pave.
• Experience leading benefits strategy and taking benefits to market, including broker and carrier selection and open enrollment.
• Working knowledge of private-company equity programs.
• Working knowledge of multi-state employment law, and experience partnering with Legal on employee relations and investigations.
• Healthcare, health tech, or other regulated industry experience is strongly preferred.
• Comfortable with compliance-driven processes like exclusion screening, required training, and audit evidence.
• Data-driven, with the ability to build people metrics and dashboards that leaders actually use.
• Strong project management instincts, able to run multiple programs at once without dropping balls.
• A trusted partner to leaders who can push back with clarity and earn credibility with employees at every level.
• High bar for quality but believes done is better than perfect, knowing when to build for scale and when to ship what works now.

Benefits

• Build a core function at a company scaling rapidly in a complex, regulated space.
• Direct exposure to every function and the leadership decisions that shape Bridge's next phase.
• High-ownership role with clear impact — the programs and systems you build will directly shape how Bridge hires, pays, and develops its people.
• Competitive salary, benefits, and equity package.
• Potential upside from equity given Bridge's funding and stage.

Pay Transparency

The estimated starting annual salary range for this position is $215,000 - $235,000. The listed range is a guideline from Pave data, and the actual base salary may be modified based on factors including job-related skills, experience/qualifications, interview performance, and market data. Total compensation for this position may also include equity and employee benefits.

Location

This is a fully remote role. We welcome candidates across the U.S.