HR Generalist

Bright

AI is looking for a proactive, detail-oriented HR Generalist to join our team in the heart of Silicon Valley. As the primary point of contact for our employees, you will be the "face of HR," ensuring our daily operations run smoothly while maintaining the high standards of a scaling tech environment.

You will report directly to the Senior Director of HR, taking ownership of the employee lifecycle with a heavy emphasis on payroll accuracy, benefits administration, leave management, compensation and HR programs that impact the organization.

• Serve as the first responder for all employee inquiries regarding company policies, culture, and workplace concerns.
• Maintain an "open door" environment (virtually and physically) to foster trust and rapid problem‑solving.
• Manage the onboarding and off boarding processes, ensuring a seamless transition for every team member.

• Oversee the end‑to‑end payroll process for our Palo Alto office (and potentially remote US entities), ensuring 100% accuracy and compliance.
• Partner with Finance to reconcile payroll data and manage year‑end reporting (W‑2s, tax filings).
• Handle salary adjustments, bonuses, and equity‑related administrative tasks.

• Direct the annual Open Enrollment process, including vendor coordination and employee education sessions.
• Act as the liaison between employees and insurance carriers to resolve complex claims or coverage issues.
• Make recommendations and administer programs such as employee wellness and other benefit incentive programs.
• Stay ahead of market trends to ensure Bright
  
  AI’s benefits package remains competitive in the Palo Alto tech talent market.

• Serve as the subject matter expert on FMLA, CFRA, PDL, and other state/federal leave regulations.
• Coordinate with employees on leave timelines, documentation, and reintegration plans.
• Ensure all leave‑of‑absence records are meticulously tracked and compliant with California’s rigorous labor laws.

• Track and build compensation programs such as job leveling, bonus incentive plans and market analysis that incentifies high performance and headcount growth.
• Experienced in building scalable compensation frameworks and job leveling structures to support large headcount growth.
• Help administer the year end compensation review process and make recommendations to improve and streamline processes.