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…