Talent Lead

usebridge.com•Boulder, CO

3d•Remote

About The Position

Bridge is hiring a Talent Lead to own and build the People function as the company grows from about 70 employees to more than 150. The role will make the existing People infrastructure—including Rippling, the handbook and policies, tracked training, and a leveling framework—work at greater scale. It combines strategic planning with hands-on responsibility for day-to-day People operations, hiring and workforce planning, compensation and benefits, performance programs, onboarding and offboarding, leave and accommodations, and employee relations. The Talent Lead will partner with Legal on employment compliance and employee relations, and with Finance on headcount and people costs. They will lead and grow the People team, including recruiters and HR business partners; advise leadership on organization design and talent decisions; establish a long-range People strategy; and report People metrics to the executive team and board. The position reports directly to the CLO and is fully remote within the U.S.

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.
Experience building or maintaining leveling, compensation bands, and performance review cycles.
Knowledge of compensation benchmarking 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.
Comfort with compliance-driven processes, including exclusion screening, required training, and audit evidence.
Ability to build people metrics and dashboards that leaders use.
Strong project management skills and ability to manage multiple programs at once.
Ability to serve as a trusted partner to leaders, push back clearly, and build credibility with employees at every level.
High quality standards, sound judgment about when to build for scale, and willingness to ship practical solutions.

Nice To Haves

Venture-backed company experience.
Experience scaling a company from about 50 to more than 150 employees.
Healthcare, health tech, or other regulated-industry experience.

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 manage matters from intake through resolution.
Keep the handbook, required training, and exclusion screening current, and track employee-count milestones that trigger new legal requirements.
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 and open enrollment.
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.
Run the full performance review cycle, including the framework, calibration, and promotions.
Build manager development and career frameworks to 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.