Talent Lead

usebridge.com•Remote,

4d•$215,000 - $235,000•Remote

About The Position

Bridge is hiring a Talent Lead to own and build its People function as the company grows from about 70 employees to more than 150. The role will scale existing foundations—including Rippling, the handbook and policies, tracked training, and a leveling framework—and oversee the people programs and operations needed to support that growth. The scope includes HR operations, hiring and workforce planning, compensation, benefits and bonus programs, performance cycles, onboarding and offboarding, leave and accommodations, and employee relations. The Talent Lead will set long-range people strategy, advise leadership on organizational design and talent decisions, and report people metrics to the executive team and board. The role partners closely with Legal on employment compliance and with Finance on headcount and people costs, and leads and grows the People team, including recruiters and HR business partners. The position reports directly to the CLO. This is a fully remote position open to candidates across the United States. The estimated starting annual salary range is $215,000–$235,000. Total compensation may also include equity and employee benefits; the range is a guideline and base salary may vary based on job-related factors.

Requirements

10+ years of HR experience, including 5+ years leading People operations or a People function at a high-growth company.
Experience building and leading a team that includes recruiters and HR business partners.
Experience setting long-range people plans and leading cross-functional initiatives.
Experience running core People operations, including 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 benchmarking with tools such as 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.
Ability to build people metrics and dashboards that leaders use.
Strong project management instincts and ability to run multiple programs at once.
Ability to partner with leaders, push back clearly, and earn credibility with employees at every level.
High quality standards, with sound judgment about when to build for scale and when to ship a practical solution.

Nice To Haves

Venture-backed company experience.
Experience scaling a company from about 50 to 150+ employees.
Healthcare, health tech, or other regulated-industry experience.
Comfort with compliance-driven processes such as exclusion screening, required training, and audit evidence.

Responsibilities

Own day-to-day HR operations in Rippling, including payroll accuracy, new-hire and exit processes, leave, and accommodations.
Lead employee relations, with Legal advising, and 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.
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.
Lead benefits strategy and go-to-market, 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; and run the annual pay equity review.
Run the full performance review cycle, including framework, calibration, and promotions.
Build manager development and career frameworks that support internal talent growth.
Build a multi-year People roadmap tied to company strategy.
Build onboarding that helps new hires become productive quickly, and run offboarding.
Run engagement surveys and work with leaders to turn results into action.
Track people costs against plan and report people metrics monthly to leadership and quarterly to the board.