As one of the largest entrepreneurship networks globally, Bridge for Billions creates, designs, and manages entrepreneurship programs with foundations, corporations, and public entities that have benefited more than 6,000 entrepreneurs in more than 100 countries. We exist to enable more early-stage entrepreneurs of all kinds to thrive, generating jobs and solutions for everyone, so our economies sustainably meet the needs of all.

Recognized by Forbes 30 Under 30, Ashoka, and Acumen , Bridge for Billions has worked with more than 100 organizations such as Coca-Cola, Novartis, VISA, and institutions like the United Nations or IDB Lab. In just 10 years, we’ve grown to a team of 50+ people from nearly 20 nationalities, headquartered in Madrid, with regional offices in Guatemala City and our Africa hub in Nairobi, Kenya, alongside team members working from other locations around the world.

As People Experience Manager, you will work directly with Julie Murat, Bridge for Billions’ co-founder and COO, who has played a key role in shaping Bridge’s culture as the organization has grown . You will also work closely with People Leaders and teams across our different regions and functions to help make our People practices work effectively across a diverse and evolving organization.

First, an important note

Data shows that men on average apply for a role if they meet 70% requirements while women often only do so if they meet 100%. We work hard to be clear and specific about what our roles include and encourage you to apply if you see a strong (but not necessarily perfect) fit between you and the opportunity.

JOB MISSION

The People Experience Manager owns the design, implementation, and continuous improvement of the systems, journeys, and operating conditions that shape how people experience Bridge throughout the employee lifecycle , from their first interaction as candidates, through onboarding, role clarity and everyday employment, to growth moments, internal transitions and offboarding.

This role sits at the intersection of employee experience and People operations . It requires genuine curiosity about how people experience Bridge, combined with the operational ability to translate employee needs, People practices and organizational decisions into simple, human, scalable and adaptable experiences, systems and journeys.

A key part of the role is making sure that Bridge’s purpose, values and culture are reflected in how our People practices are experienced day to day. This means translating them into clear and coherent experiences across key moments such as onboarding, role and expectation setting, performance evaluations, role progression and promotions, employee listening, internal transitions and offboarding , so that our People systems not only work effectively, but also reinforce how we want to work together.

The role also helps ensure that employees understand how their role contributes to Bridge’s purpose and that People Leaders have the systems, guidance and resources they need to support their teams throughout the employee journey.

A key part of the role is connecting the different processes, tools, communications, resources and owners that shape the employee journey into one coherent experience . You won't own every People practice that touches the journey, but you will own making sure the pieces connect and that employees and People Leaders can navigate them clearly.

This is a senior, hands-on role . You are expected to move comfortably between understanding the employee experience and making it work in practice: identifying needs and friction, designing and improving journeys and processes, building resources, implementing People tools, driving adoption across teams, and using data and employee feedback to understand what is working and what needs to change.

This is not an individual coaching or talent development role. The People Experience Manager owns the infrastructure, journeys and operating mechanisms that shape the employee experience, creating the conditions for employees and People Leaders to navigate Bridge successfully while reducing unnecessary friction, manual work and dependence on People & Culture.

Success means that people don't need to understand Bridge's internal complexity to navigate Bridge well. People practices feel thoughtful, human and aligned with our values and purpose , employees and People Leaders know what to expect and where to go, and the systems behind their experience work consistently and evolve as Bridge grows and changes.

ROLES & CONTRIBUTIONS

1. People Systems, Processes & Implementation — 30%

- Own the translation of People frameworks, practices and policies into clear operational systems, workflows, tools and ownership, including areas such as performance cycles, role progression, promotions and other recurring People processes.
- Design simple, scalable and adaptable People processes that can operate effectively across teams and geographies.
- Lead the implementation of new or redesigned People practices from design through adoption.
- Define implementation plans, ownership, timelines, dependencies and handoffs.
- Evaluate, select and coordinate People tools, identifying opportunities for automation and self-service.
- Establish and maintain process documentation, SOPs and operating standards.
- Identify unnecessary complexity, manual work and recurring operational friction, and redesign systems accordingly.
- Ensure People systems evolve alongside Bridge's organizational needs.

2. Employee Journey & Experience Design — 20%

- Own visibility and continuous improvement of Bridge's end-to-end Employee Journey.
- Identify and prioritize the moments that most shape the employee experience, such as onboarding, annual performance evaluations, role progression and promotions, internal transitions and offboarding, based on organizational needs and employee evidence.
- Design and continuously improve these priority experiences, ensuring employees and People Leaders understand what happens, what is expected, who is responsible and where to find support.
- Define the intended experience, standards, ownership and handoffs for each priority moment.
- Diagnose gaps between the intended and actual employee experience and determine where improvement is required.
- Ensure appropriate consistency across teams and geographies while allowing for relevant contextual differences.
- Connect individual journey improvements into one coherent overall employee experience.

3. People Operations & Operational Controlling — 20%

- Ensure that core People Experience practices are implemented and run consistently across Bridge, such as performance cycles, role progression and promotions, employee surveys and other recurring People processes.




- Build and maintain clear mechanisms to track completion, adoption, timelines, ownership and data quality across priority People processes.
- Identify implementation gaps, recurring failures and operational risks before they become systemic problems.
- Drive follow-up and accountability when agreed practices are not being executed or completed as expected.
- Define and maintain relevant dashboards, trackers and reporting mechanisms to understand how People processes are performing.
- Use operational data to identify patterns, prioritize improvements and inform People & Culture decisions.
- Escalate issues that require leadership judgment, Growth & Development, Finance/Compliance or another owner.

4.People Leader & Employee Enablement — 15%

- Ensure People practices are clear, accessible and easy to execute for the employees and People Leaders expected to use them.
- Equip People Leaders with the guidance, resources, tools and process support they need to carry out their People responsibilities effectively.
- Build self-service resources that help employees navigate routine People processes confidently and independently.
- Lead the rollout and adoption of new or redesigned People practices and systems, ensuring people understand what is changing, what is expected of them and where to find support.
- Monitor adoption and identify teams or groups that may need additional process guidance or support.
- Use recurring questions and support requests to identify underlying problems in processes, systems or communication, rather than repeatedly solving the same individual issues.
- Reduce unnecessary dependency on People & Culture through better systems, guidance and service design.

4.Employee Listening, Analytics & Continuous Improvement — 15%

- Own Bridge's employee listening and experience-feedback systems, including annual employee experience surveys and other feedback mechanisms across the employee journey.
- Ensure employees have clear and appropriate ways to share feedback, concerns and ideas at relevant moments throughout their experience at Bridge.
- Combine quantitative and qualitative feedback to identify recurring patterns, friction and emerging needs.
- Translate employee feedback and experience data into prioritized, owned and trackable improvements.
- Close relevant feedback loops so employees understand what was heard, what action will be taken and what happens next.
- Monitor whether implemented improvements are producing the intended results.
- Identify early warning signals and route issues requiring leadership judgment, Growth & Development, compliance or independent intervention to the appropriate owner.

SKILLS AND EXPERIENCE NEEDED

WHAT YOU BRING

We're looking for someone who cares deeply about how people experience work — and loves making the systems behind that experience actually work.

You notice friction. You ask why something feels harder than it should. And you know how to turn those insights into simple, thoughtful, and scalable experiences.

You're equally comfortable talking with employees and People Leaders, mapping a journey, redesigning a workflow, implementing a People tool, or digging into data to understand what's really happening.

For you, great People Experience isn't about adding more processes. It's about making every step of the employee journey easier to navigate, more human, and better designed.

Core Experience & Track Record

- 3–6 years of relevant experience in People Operations, People Experience, HR Operations, Employee Experience, Business Operations, Service Design, or related fields. We don’t expect deep expertise across every dimension of the role; we’re looking for strong foundations in some areas and the ability to develop others.
- Demonstrated ownership of complex People processes or employee experiences from design through implementation and continuous improvement.
- Experience translating People frameworks, policies or organizational decisions into scalable operating systems and workflows.
- Strong implementation and project management experience across multiple stakeholders, teams or geographies.
- Strong hands‑on experience implementing, configuring and managing HRIS, People technology, automation and digital workflows, with the ability to confidently use technology to run and improve day‑to‑day People operations. Experience with tools such as Odoo, HiBob, Culture Amp, Typeform, Notion, Zapier, or similar platforms.
- Experience building operational controlling mechanisms and using data to monitor adoption, completion and process effectiveness.
- Experience designing or operating employee listening and feedback mechanisms.
- Demonstrated ability to identify systemic problems and redesign processes rather than repeatedly solving individual cases.
- Experience operating with autonomy in changing, distributed or cross‑functional organizations.
- Human‑Centered Experience & Journey Design: Understand how employees experience key moments at Bridge and translate their needs, feedback and organizational outcomes into coherent end‑to‑end experiences.
- Process & Service Design : Build simple, usable, scalable and adaptable operating processes.
- Implementation Management : Turn decisions and designs into adopted organizational practices while managing owners, timelines and dependencies.
- People Systems & Automation : Confidently use and configure People technology, automation and self‑service tools to run day‑to‑day operations, improve reliability and reduce unnecessary manual work.
- Operational Controlling : Build visibility into whether agreed practices are happening and intervene when execution deviates.
- Employee Listening & Analytics : Translate employee and operational signals into meaningful insights and improvement priorities.
- Change & Adoption : Understand what is required for new systems and practices to become part of how the organization actually works.
- Communication & Enablement : Make complex People practices understandable and executable for different audiences.
- Systems Thinking : Understand relationships between processes, journeys, tools, data, behaviors, and organizational outcomes.

Leadership & Mindset

- Own the System : Take accountability for whether People Experience systems work end‑to‑end, not simply whether individual deliverables are completed.




- Execution‑Oriented : Move comfortably from architecture and design into implementation, controlling and improvement.
- Simplifier : Reduce unnecessary complexity, bureaucracy and dependency rather than adding process for its own sake.
- Evidence‑Driven : Use operational data, employee feedback and behavioral signals to understand what is actually happening.
- User‑Focused : Design around how employees and People Leaders actually work while protecting organizational needs and consistency.
- Continuous Improver : Treat systems and journeys as evolving products rather than finished projects.
- Autonomous & Accountable : Identify problems, prioritize work and move solutions forward without requiring constant direction.
- Cross‑Functional : Build alignment across People & Culture, leadership and operational teams where systems intersect.Adaptable: Design for an organization that will continue to evolve rather than optimizing only for today's structure.
- Purpose‑Led : Understand that strong People systems are infrastructure for Bridge's people, performance, and mission

Nice to Have

- Experience working in a social enterprise, startup, scale‑up, or mission‑driven organization with evolving People systems and organizational structures.
- Experience designing or improving end‑to‑end employee journeys across multiple moments of the employee lifecycle.
- Experience working across distributed, multicultural, or multi‑country teams, balancing global consistency with local needs.
- Exposure to service design, process improvement, change management, or organizational design methodologies.
- Experience using People data, employee feedback, and operational metrics to identify systemic issues and drive continuous improvement.

WHAT MAKES A GREAT FIT AT BRIDGE

We believe the best work happens when there’s a strong match between what drives you and what we’re building together. This role is more than a job: it's an opportunity to contribute meaningfully to a mission you care about. Here’s what matters most to us:

- Shared purpose and values: You resonate with Bridge’s purpose and our core values of Courage, Grit, Empathy, and Gumption and you’re excited about creating lasting impact.
- Entrepreneurial spirit: You bring a proactive, hands‑on attitude. You take ownership of your work and aren’t afraid to figure things out when the path isn’t clear.
- People‑centered: You lead with empathy and emotional intelligence, building trust with team members, entrepreneurs, mentors, and partners.
- Growth mindset: You’re resilient, curious, and always looking to learn. You understand that meaningful change takes time, persistence, and adaptability.
- Organized and self‑driven: You can juggle multiple priorities and manage your time effectively, with autonomy and support from a collaborative team.

We know that no one checks every box, what matters most is that you’re aligned with the mission, eager to grow, and excited to contribute.

How We Work at Bridge

We look for people who are:

- Purpose‑driven and aligned with our mission
- Courageous, resilient, and eager to learn
- Empathetic collaborators who take ownership
- Clear communicators with a startup mindset

RECRUITMENT PROCESS

- Initial Chat: A brief 30‑45 minute conversation to discuss your interest and understand the role.
- Business Case: You’ll receive a challenge to complete within a set time frame.
- Technical Interview: If your challenge is satisfactory, we’ll discuss it further and assess your technical skills.
- Mutual Interview: An open discussion where you can ask us any questions to ensure our company is the right fit for you.
- References: With your consent, we’ll contact two of your references for feedback.
- Offer: If all goes well, you’ll receive a job offer from us.

OFFER AND LOCATION

- Compensation: €35,000–€40,000 gross per year, depending on experience and profile.
- Location: Madrid‑based. The search may be open to candidates based outside Madrid, including candidates in Europe or Latin America, provided they are willing to relocate to Madrid.
- Starting Date: Ideally October/November 2026, depending on the selected candidate’s availability.
- Type of contract: Full‑time permanent position, with an initial trial period of 6 months. Continuity after the trial will be confirmed based on performance.

IMPACT & TEAM

- Our Vision: We’re set on reshaping the entrepreneurship landscape to be more just, inclusive, and effective.
- Make a Real Impact:Join us in aiding entrepreneurs worldwide. As a part of our team, you’ll be at the heart of a rapidly evolving social enterprise.
- Team Dynamics:We’re a passionate, international crew with a shared mission. See what our team members are saying on Glassdoor.
- Company Values:Our four pillars are Gumption, Courage, Grit, and Empathy.
- Referral Incentive:Receive a $200 bonus for successful team referrals ($100 upon hiring and an added $100 after their first 6 months).

GROWTH & DEVELOPMENT

- Annual Global Retreats: Join us in global company‑wide retreats, geared toward alignment and leadership growth, facilitated by external professionals.
- Personal Growth: Take advantage of a dedicated learning budget, tailored for needs like backend bootcamps or leadership training sessions.
- Feedback‑Centered Culture: Engage in monthly one‑on‑ones with your lead and partake in comprehensive quarterly reviews with your peers.
- Skill Sharing: We value cross‑training. Team members are urged to share expertise through talks and in‑house training.

WELLBEING & TIME OFF

- Vacation Days: You’ll have 23 vacation days, with the option to add more, in addition to chosen local public holidays.

FLEXIBILITY & WORK SET‑UP

- Tech Ready: We’ll equip you with a new or second‑hand Macbook.
- Flexible Work Options: Enjoy a blend of adaptable work hours and the option to work remotely.
- Office Location: If you’re in Madrid, our centrally‑located office awaits, complete with a bright ambiance, modern amenities, and a welcoming terrace ideal for team gatherings.

About Bridge for Billions

Bridge for Billions is a social enterprise that co‑designs and manages incubation programs for early‑stage entrepreneurs with the goal of democratizing access to entrepreneurship and making it more inclusive. We work with partners around the world to customize each program to fit their needs, using a proprietary methodology and a team of experts and mentors. Bridge for Billions supports thousands of purpose‑driven entrepreneurs to build inclusive, sustainable companies and create positive change. We are focused on creating entrepreneurship opportunities for all, accelerating growth, and offering entrepreneurship support worldwide.

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📌 People Experience Manager (España)
🏢 Full Time
📍 España