Group Strategy Director Jobs
Group Strategy Director jobs are open across consulting, financial services, healthcare, technology, and media, from senior manager to C-suite adjacents, with specializations in corporate development, portfolio strategy, and enterprise transformation. Scan the live roles below and apply to whichever ones fit.
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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
- Learn more at https://careers.brighthorizons.com/us/en/health-and-wellness
Compensation: 270,000-325,000
Life at Bright Horizons:
At Bright Horizons, you’re more than your job title — you’re the difference. Whether you’re nurturing a child’s first steps or supporting the systems behind the scenes, your work creates real impact. We’re a community that celebrates individuality, invests in your growth, and supports your whole self. Because when you thrive, so do the children, families, and clients we serve. Join us and help build a brighter future — for yourself and for others.
Bright Horizons provides equal opportunity in all aspects of employment and does not discriminate against any individual on the basis of race, color, religion, sex, age, disability, sexual orientation, veteran status, national origin, genetic information, or any other characteristic protected under federal, state, or local law. Bright Horizons complies with the laws and regulations described in the following federal government resources: Know Your Rights, Family and Medical Leave Act (FMLA) and Employee Polygraph Protection Act (EPPA).
If you require assistance or a reasonable accommodation in completing these application materials or any aspect of the application and hiring process, please contact the recruitment helpdesk at 855-877-6866 or bhrecruit@brighthorizons.com. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
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
- Learn more at https://careers.brighthorizons.com/us/en/health-and-wellness
Compensation: 270,000-325,000
Life at Bright Horizons:
At Bright Horizons, you’re more than your job title — you’re the difference. Whether you’re nurturing a child’s first steps or supporting the systems behind the scenes, your work creates real impact. We’re a community that celebrates individuality, invests in your growth, and supports your whole self. Because when you thrive, so do the children, families, and clients we serve. Join us and help build a brighter future — for yourself and for others.
Bright Horizons provides equal opportunity in all aspects of employment and does not discriminate against any individual on the basis of race, color, religion, sex, age, disability, sexual orientation, veteran status, national origin, genetic information, or any other characteristic protected under federal, state, or local law. Bright Horizons complies with the laws and regulations described in the following federal government resources: Know Your Rights, Family and Medical Leave Act (FMLA) and Employee Polygraph Protection Act (EPPA).
If you require assistance or a reasonable accommodation in completing these application materials or any aspect of the application and hiring process, please contact the recruitment helpdesk at 855-877-6866 or bhrecruit@brighthorizons.com. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
See All 51 Group Strategy Director Jobs
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Find Group Strategy Director JobsGroup Strategy Director Job Market
Who's Hiring
Top Industries Hiring
- Investment & Asset Management
What Employers Look For
The qualifications that appear most often in group strategy director jobs.
- 7 to 15 years of experience in strategy consulting, corporate strategy, or business development
- Demonstrated experience leading cross-functional strategic initiatives at the business unit or enterprise level
- Proficiency in financial modeling, scenario analysis, and long-range planning tools
- MBA or advanced degree from an accredited institution is strongly preferred
- Experience with M and A processes including due diligence, integration planning, or divestitures
- Strong executive communication skills including board-level presentation and stakeholder alignment
Tips for Your Group Strategy Director Job Search
Quantify portfolio impact on your resume
Group strategy directors are hired for outcomes, not activities. Replace job duties with specific business results you drove, such as markets entered, divisions restructured, or revenue lines created, so hiring committees can immediately see the scale of your work.
Tailor your thesis to each sector
A strategy narrative that lands in professional services will fall flat in consumer goods. Before applying, reframe your experience around the strategic challenges specific to that industry, whether that is margin pressure, platform consolidation, or category disruption.
Apply early to roles that fit
Migrate Mate lists group strategy director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter openings by organizational scope
Group strategy titles vary widely: some own a single business unit, others report to the CEO with enterprise-wide authority. Read job descriptions carefully for reporting lines and decision rights before applying, so you target roles that match the seniority level you want.
Prepare a structured case for interviews
Expect case-style discussions about portfolio allocation, M and A rationale, or competitive positioning. Practice walking through a real strategic decision you led, covering the problem framing, options you evaluated, and the tradeoffs you resolved, not just the conclusion.
Negotiate scope alongside compensation
At the group strategy director level, the mandate matters as much as the pay. During offer discussions, clarify which decisions you will own versus advise on, which executives you will brief directly, and whether the role has a defined path to VP or C-suite.
Group Strategy Director Jobs: Frequently Asked Questions
Which companies are hiring the most group strategy directors?
Intuit, DaVita, and Dentsu are hiring the most group strategy directors right now, with openings concentrated in California, New York, and Massachusetts, based on current listings on Migrate Mate as of November 2026. Demand is especially active in sectors undergoing large-scale transformation such as financial services, healthcare systems, and diversified technology companies.
How many group strategy director jobs are remote?
About 94% of group strategy director openings are fully remote or hybrid as of November 2026, reflecting the executive nature of the role and the expectation of regular leadership presence. Sub-areas with the highest remote share tend to be roles focused on market research, strategic planning documentation, and portfolio analytics rather than those requiring direct P and L ownership or frequent board interaction.
How do you become a group strategy director?
Most group strategy directors build their path through a combination of management consulting, investment banking, or internal corporate strategy roles, progressively taking on larger scopes and more cross-functional ownership. Moving from individual analyst to leading a strategy function typically requires demonstrating the ability to frame ambiguous problems, align senior stakeholders, and translate analysis into decisions that leadership acts on. An MBA accelerates the transition for many, but sustained operational impact often matters more than credentials alone.
Can you get a group strategy director role without prior director-level experience?
It is possible to step into a group strategy director role without a prior director title if you have led high-visibility strategic projects with enterprise-wide impact. Companies hiring from consulting firms or investment banks will often accept principal or engagement manager equivalents who have owned client relationships and driven recommendations independently. The clearest path is building a portfolio of decisions you shaped end to end, not just analyses you contributed to.
What does the group strategy director interview process look like?
The process typically runs four to six rounds and includes an initial screen with HR or a talent partner, a strategic case discussion with the hiring executive, a structured presentation of a past initiative you led, and a series of cross-functional stakeholder conversations to assess organizational fit. Some companies add a written strategy memo or a short take-home analysis. Final rounds often involve the CEO, CFO, or a divisional president depending on the reporting structure of the role.
Where can I find and apply to group strategy director jobs?
You can find and apply to group strategy director jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your background and target scope, and apply directly to each listing that fits.
See All 51 Group Strategy Director Jobs
Find roles that match your experience and apply in just a few clicks.
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