About Us
From weddings and celebrations to corporate gatherings and major sporting productions, our team works behind the scenes to bring events to life. We take pride in delivering exceptional experiences, embracing creativity, and making every event run seamlessly.

We believe extraordinary events start with extraordinary people. If you take pride in your work, enjoy collaborating with a supportive team, and want to be part of something bigger, you’ll feel at home here.

About the Job
We're looking for a Senior Financial Analyst to own budgeting, forecasting, and financial reporting across our California, Arizona, and Texas markets. You'll partner closely with department heads, operations, and sales leadership to build forecasts, analyze performance, and turn financial data into clear, actionable insight. This is a highly cross-functional role for someone who's comfortable building models from scratch, explaining the "why" behind the numbers to non-finance partners, and helping modernize how we report and forecast as the business grows.

What You’ll Do

• Own and maintain the company's budget and forecast model for CA, AZ, and Texas, including the full P&L, balance sheet, cash flow, and headcount forecasts
• Lead the annual budgeting cycle in partnership with department heads, from initial targets through board-ready consolidation
• Develop into a subject matter expert on financial systems, including their setup, limitations, and maintenance requirements
• Liaise with executive, management, and operational stakeholders to identify key performance indicators, their trends, and underlying drivers
• Build the monthly reporting package that identifies variances between budget and prior year (PY)
• Partner with centers of excellence across sales and operations as an embedded finance resource — pressure-testing assumptions, sizing initiatives, and building business cases for new investment
• Develop unit economics and cohort analysis to inform pricing, purchasing, and timing decisions
• Support headcount planning across SG&A and COGS in partnership with Operations and Human Resources
• Run the monthly forecast process for CA, AZ, and Texas; deliver variance analysis against budget and prior forecast with clear explanations of drivers
• Improve the reporting stack — automating manual work, tightening data definitions, and reducing close-to-insight cycle time while improving accuracy
• Support ad hoc analysis for strategic projects as needed

What You Bring (Required)

• 3–5 years of experience in FP&A, investment banking, consulting, corporate finance, or a comparable analytical role
• Advanced Excel modeling skills — able to build a driver-based three-statement model from a blank sheet
• Strong grounding in accounting fundamentals and how the three statements connect
• Demonstrated ability to explain financial results to non-financial partners, with strong relationship-building skills
• High attention to detail paired with good judgment about what's material and what isn't
• Bachelor's degree in Finance, Accounting, Economics, or a related field

What You Bring (Preferred)

• Private equity–backed company experience
• Experience with a planning tool (Planful, Anaplan, Adaptive Insights, etc.) and an ERP (NetSuite, Sage Intacct, SAP)
• SQL proficiency and comfort working directly with BI tools (Looker, Tableau, Power BI)
• Prior experience in the rental industry
• Experience supporting a board or an audit
• MBA, CPA, or CFA

Click Here to Apply

The Bright Experience
From weddings and celebrations to corporate gatherings and major sporting productions, our team works behind the scenes to bring events to life. We take pride in delivering exceptional experiences, embracing creativity, and making every event run seamlessly.

We believe extraordinary events start with extraordinary people. If you take pride in your work, enjoy collaborating with a supportive team, and want to be part of something bigger, you'll feel at home here.

About the Role
Bright is growing across multiple regions, and each one has built sales practices that work in its market. The VP, Sales Center of Excellence builds the shared sales system underneath all of them: one sales process, the incentive plans that reward the right behaviors, the training and career path that develop our people, and the tools and data that let sellers spend their time with clients.

This is an enablement role, not a line sales role. Regional Presidents own their regional P&L, sales targets, and the direct management of their sales teams. This role does not carry a sales quota or manage regional sellers directly. It drives results by finding what works in one region and making it standard everywhere, and by owning the programs every region depends on.

What You'll Do

Sales Process & Best Practices

• Identify high-performing sales practices across regions and codify them into a single, standard sales process and playbook, with room for genuine local market differences.
• Run a regular cadence for regional sales leaders to share what's working and what isn't.
• Drive adoption of proven practices across regions and track whether they stick.
• Serve as the central point of visibility into sales performance trends across all regions.

Incentives & Compensation

• Design and manage sales incentive plans, spiffs, and recognition programs that motivate the right behaviors, including new business, retention, repeat business, and margin.
• Partner with Finance, HR, and regional/local leadership  on commission and bonus structures, payout mechanics, and plan documentation.
• Monitor plan effectiveness and recommend adjustments based on results and market conditions.
• Ensure plans are administered consistently and fairly across all regions.

Talent Pipeline & Selling Capacity

• Build and run a company-wide Event Coordinator to Event Director development path: recruiting profiles, training curriculum, readiness criteria, and promotion standards, in partnership with HR and Regional Presidents.
• Design and deliver onboarding and ongoing training for sales reps and sales leaders, with a focus on reducing ramp time for new hires.
• Diagnose and remove the administrative work that pulls Event Directors away from clients, increasing selling time and the volume each Event Director can handle without burnout.
• Partner with HR on sales role profiles, career pathing, and performance standards.

Sales Operations, CRM & Forecasting

• Set CRM standards, deal-stage definitions, and data practices so every region reports pipeline the same way.
• Improve forecast accuracy and give leadership a clear, consistent view of pipeline health.
• Partner with IT and Operations to evaluate and deploy CRM, sales automation, and AI tools that measurably reduce administrative workload for the field.
• Build and maintain sales collateral, reference materials, and reporting.

Pricing & Quoting Guardrails

• Partner with Finance to establish discount guidelines, approval rules, and margin guardrails that apply across regions. Overall pricing strategy remains with executive leadership.
• Improve quote-to-contract workflows and quote turnaround time.

Cross-Functional Partnership

• Partner with Regional Presidents as a coach and resource, providing tools, programs, and strategic guidance on a dotted-line basis.
• Partner with Marketing on lead generation, campaigns, and launches that support sales execution.
• Represent the voice of the field sales organization in company strategy and planning discussions.

Team Leadership

• Directly manage a Sales Process Manager responsible for CRM administration, sales reporting and analytics, and process documentation.
• Set priorities and direction for sales process improvement initiatives.

What Makes Us Special

Compensation and Benefits

• Competitive pay + monthly bonus opportunity 
• Paid time off and company holidays 
• Comprehensive benefits package including: 
  • Medical, Dental, and Vision Insurance 
  • Company-Paid Basic Life and AD&D Insurance 
  • Short-Term and Long-Term Disability 
  • Telehealth and Wellness programs 
  • Flexible Spending Accounts (FSAs) 
  • Employee Assistance Program 
  • 401(k) with employer matching 

Our Culture & Work

• A team that has your back: We work across sales, warehouse, logistics, and operations to make every event successful. When challenges come up, our teams step in and support each other. 
• Work that creates real moments: Every event represents something meaningful—a wedding, a celebration, a milestone, or a major gathering. Our work helps create experiences people remember for years. 
• Pride in craft and reliability: We deliver consistently and professionally. Our team cares about the details, the quality of our products, and the experience we provide. 
• Opportunities to grow: As we continue to expand, we invest in development, training, and career growth across roles, departments, and locations. 
• Innovation and creativity: We encourage fresh ideas and empower our teams to find new ways to deliver exceptional events.
• Fun with impact: We work hard, support each other, and take pride in being part of something meaningful.

Required

• 8+ years of sales leadership, sales operations, or sales enablement experience, ideally in a multi-region or multi-site organization.
• Experience designing or managing sales incentive and compensation programs.• Experience building sales training, onboarding, or talent development programs.
• Strong influence and cross-functional leadership skills. This role drives results through influence rather than direct authority over regional sales teams.
• Comfort operating as a coach and enabler rather than the direct manager of a large sales force.
• Practical, data-driven approach to process: you standardize what works and measure whether it's working.
• Experience partnering with regional and local leadership to leverage, share, and enable best practice sales processes and tools.
• Experience partnering with Marketing on lead generation strategy.

• Experience in event rentals, hospitality, or related industries.
• Hands-on familiarity with CRM systems (Salesforce, HubSpot, or similar) and sales automation tools.
• Experience partnering with Finance and HR on compensation plan design.
• Bachelor's degree in Business, Sales, Marketing, or a related field, or equivalent experience. 

Click Here to Apply

The Bright Experience 
From weddings and celebrations to corporate gatherings and major sporting productions, our team works behind the scenes to bring events to life. We take pride in delivering exceptional experiences, embracing creativity, and making every event run seamlessly.

We believe extraordinary events start with extraordinary people. If you take pride in your work, enjoy collaborating with a supportive team, and want to be part of something bigger, you’ll feel at home here.

Position Summary
The HR Business Partner (HRBP) is a key strategic advisor and change agent responsible for aligning people strategies with business goals within a specific location or region. This role partners closely with senior leaders to shape culture, develop talent, elevate leadership capability, and implement core HR programs.

Key Responsibilities

Strategic HR Partnership

• Serve as a trusted advisor to regional and local leaders, providing insights on talent, culture, and organizational design.
• Understand business priorities and proactively recommend and implement HR strategies to support growth and operational success.
• Act as a culture ambassador, helping leaders model company values and maintain a cohesive culture across distributed teams.

Leadership Coaching & Development

• Provide one-on-one coaching and feedback to senior and emerging leaders to improve effectiveness and leadership capability.
• Facilitate team effectiveness sessions, leadership retreats, or strategic off-sites as needed.

Talent Strategy & Organizational Development

• Drive talent reviews and succession planning efforts within the region.
• Identify and address talent gaps through internal development, hiring, or performance improvement.
• Promote internal mobility and career growth across teams.
• Lead the recruiting process for the region. 

Program Implementation

• Lead regional rollout and adoption of HR initiatives such as performance management, compensation reviews, and employee engagement.
• Execute annual processes like open enrollment or merit cycles for the region by advising leaders and ensuring alignment with organizational practices.

Change Management & Employee Engagement

• Drive change initiatives within the region with clear communication, thoughtful planning, and stakeholder alignment.
• Monitor engagement trends and partner with leaders to implement action plans that enhance employee experience and retention.
• Manage sensitive employee relations or escalated matters in partnership with HR leadership and legal as appropriate.

HR Leadership

• Lead a small team of HR Generalists and/or Coordinators responsible for hiring, onboarding, offboarding, and employee relations

What Makes Us Special

Compensation and Benefits

• Competitive pay + monthly bonus opportunity ($90,000 - $120,000 annually) 
• Paid time off and company holidays 
• Comprehensive benefits package including: 
  • Medical, Dental, and Vision  Insurance 
  • Company-Paid Basic Life and AD&D Insurance 
  • Short-Term and Long-Term Disability 
  • Telehealth and Wellness programs 
  • Flexible Spending Accounts (FSAs) 
  • Employee Assistance Program 
  • 401(k) with employer matching 

Our Culture & Work

• A team that has your back: We work across sales, warehouse, logistics, and operations to make every event successful. When challenges come up, our teams step in and support each other. 
• Work that creates real moments: Every event represents something meaningful—a wedding, a celebration, a milestone, or a major gathering. Our work helps create experiences people remember for years. 
• Pride in craft and reliability: We deliver consistently and professionally. Our team cares about the details, the quality of our      products, and the experience we provide. 
• Opportunities to grow: As we continue to expand, we invest in development, training, and career growth across roles, departments, and locations. 
• Innovation and creativity: We encourage fresh ideas and empower our teams to find new ways to deliver exceptional events.
• Fun with impact: We work hard, support each other, and take pride in being part of something meaningful.

 
What You Bring

• 5–7 years of progressive HR experience, including at least 3 years in a generalist or HRBP role supporting multiple locations.
• Direct experience supporting hourly, non-exempt, and field or warehouse workforces, such as drivers, crews, and warehouse staff, in a fast-paced operational setting.
• At least 3 years of experience with California employment law. That means wage and hour rules, meal and rest breaks, PAGA exposure, and leave laws. 
• Experience coaching managers through performance management, corrective action, and terminations.
• Ability to work in one of our Southern California locations at least 4 days a week, with one day of travel every 1-2 weeks to another location
• Exposure to seasonal hiring surges and high-volume recruiting is strongly preferred.
• SHRM-CP/SCP or PHR/SPHR preferred. CA-specific knowledge such as PHRca is a plus.
• Bilingual English/Spanish is strongly preferred.

Core competencies

• Business acumen: understands how operations, sales, and margins work, and connects HR actions to business results rather than treating them as compliance exercises.
• Employee relations judgment: handles investigations, conflict, and sensitive situations in a fair, consistent, and legally defensible way.
• Manager coaching: builds frontline leaders' confidence to handle performance, feedback, and difficult conversations themselves.
• Field presence: visible and credible on the warehouse floor, not just in the office, and willing to travel regularly across sites.
• Culture stewardship: reinforces company values and engagement across locations with different histories and legacy cultures.
• Data orientation: uses turnover, engagement, and headcount data to spot problems and make recommendations.
• Influence without authority: pushes back on leaders when needed and builds trust with Regional Presidents and site managers.
• Organization and follow-through: manages a high volume of issues across sites without dropping anything.

 
Click Here to Apply