Group Vice President, People Practices, Talent Strategy & Organizational Effectiveness

Primary Purpose

Reporting to the Chief Human Resources Officer, the Group Vice President People Practices (GVP), Talent Strategy & Organization Effectiveness serves as the executive leader responsible for designing and leading a new enterprise People Practices model that more clearly connects HR strategy to business priorities, operational execution, and frontline impact.

The GVP will clarify how people practices work is organized across the enterprise, including where service delivery, HR business partnership, strategic advisory, talent, culture, and employee experience capabilities should sit and how they should work together. The result should be a more coherent HR partnership model that increases capacity, clarifies accountability, and strengthens the connection between enterprise people strategy and business execution.

This leader will be responsible for the vision and integration of the HR Business Partner, Talent Management and Culture/Employee Experience functions. This leader will work with the HRBP VP and TM VP to ensure leadership development, succession, learning, engagement, culture, and organizational effectiveness are embedded in how the HR Business Partners support the business.

This Hybrid role requires 3 days of in-person work per week at our Newton, MA headquarters.

Bright Horizons is a leading education and care company that helps employees thrive at work and at home by partnering with employers to offer high-quality child care, elder care, and educational support. Our workplace reflects this commitment-with collaborative environments, meaningful benefits, and a culture that supports both career growth and personal well-being. Whether you're caring for children or powering the systems and partnerships that make it all possible, at Bright Horizons, you're the difference.

Essential Responsibilities

People Practices / HR Business Partner Model Design

• Design and implement an enterprise People Practices model with clear roles, accountabilities, escalation paths, and partnership expectations across HR Service Delivery and HR Business Partners.
• Set the long-term vision for the People Practices function and how that aligns across other HR centers of excellence; enabling proactive support on workforce strategy, organizational design, succession, change, and leadership effectiveness.
• Establish standards, tools, and operating rhythms that direct work to the right HR team and create capacity for higher-value business partnership.
• Develop HR partners' business acumen, consultative capability, organizational insight, and execution discipline.

Integrated Talent Management, Culture and Employee Experience

• Integrate talent management, learning, leadership development, succession, engagement, culture, employee experience, and organizational effectiveness into the People Practices model.
• Lead senior HR leaders responsible for talent management, organizational design, culture, and employee experience.
• Translate talent and culture strategies into practical tools and interventions aligned with business and workforce priorities.

Additional Responsibilities

• Talent Analytics and Workforce Insights
• Use workforce data, predictive analytics, and organizational metrics to guide strategy and investment decisions.
• Partner with HRIS and Analytics to establish enterprise dashboards for organizational health, leadership pipeline, engagement, retention, succession readiness, mobility, and workforce effectiveness.
• Assess talent and culture trends and recommend priorities to executive leadership.

Executive Partnership and Enterprise Leadership

• Advise the CHRO and senior leaders on talent, organizational, and cultural priorities.
• Present talent, workforce, succession, and organizational health insights to executive leadership and the Board, as appropriate.
• Partner with Finance, Operations, Legal, Talent Acquisition, Total Rewards, and other leaders to drive organizational outcomes.
• Develop senior HR leaders and foster a high-performance HR culture.

Minimum Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial Psychology, or related field
• 15+ years of progressive leadership experience in Talent Management, Organizational Development, HR Business Partnership, Culture, Engagement, or related HR disciplines
• 10+ years of experience leading senior HR leaders and enterprise-level talent strategies

Additional Job Requirements

• Master's degree in Human Resources, Organizational Development, Business Administration, or related field
• Multi-site and service industry experience, B2B2C experience, benefits administration industry
• Experience supporting large, distributed workforces and complex organizational structures
• Demonstrated success leading enterprise talent and organizational transformation strategies.
• Extensive experience in organizational design, succession planning, workforce planning, leadership development, and change management.
• Proven ability to influence executive leadership and drive enterprise-wide initiatives.
• Strong business acumen with the ability to connect talent investments to business outcomes.
• Exceptional communication, presentation, and relationship-building skills.
• Expertise utilizing workforce analytics and talent metrics to inform strategic decisions.
• Experience leading high-performing teams through periods of significant growth and organizational change.
• Strong commitment to fostering an inclusive culture and exceptional employee experience.
• Ability to balance strategic leadership with practical execution.

At this time, Bright Horizons will not sponsor an applicant for employment authorization/visa for this position.

• Be part of a community where people grow, futures are shaped, and lives are changed.
• We offer the rewards, opportunities, and support you deserve because making a difference goes both ways.
• We're changing the world of work and family, and it starts with you.
• At Bright Horizons, you're the difference.

Compensation

The annual salary for this position is between $270,000 - 325,000 annually. The pay range listed here is what Bright Horizons in good faith anticipates offering for this job opening. Actual compensation offers within this range will depend on a variety of factors including experience, education and training, certifications, geography, and other relevant business or organizational factors.

This position is also eligible for bonus and RSUs.

Benefits

• Bright Horizons offers the following benefits for this position, subject to applicable eligibility requirements:
• Medical, dental, and vision insurance
• Paid vacation, sick, holiday, and parental bonding leave
• 401(k) retirement plan
• Long-term and short-term disability insurance
• Life insurance
• Money-saving discounts and financial planning tools
• Tuition assistance and education coaching
• Caregiving support and resources for the children and adults in your family

Compensation: 270,000-325,000