People and Talent Manager Jobs
People and Talent Manager jobs are open across technology, healthcare, financial services, and professional services, from early-career to senior and director level, with specializations in talent acquisition, HR business partnering, and workforce planning. Find a role that fits below and apply directly.
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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.
People and Talent Manager Jobs by Experience Level
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Find JobsPeople and Talent Manager Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Marketing & Advertising
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in people and talent manager jobs.
- 5+ years of HR, talent acquisition, or people operations experience
- Demonstrated experience managing full-cycle recruiting and HR programs
- Proficiency with applicant tracking systems and HRIS platforms
- Strong knowledge of employment law and HR compliance requirements
- Experience building or scaling people programs in a high-growth environment
- SHRM-CP, SHRM-SCP, or PHR certification preferred or required
Tips for Your People and Talent Manager Job Search
Quantify your hiring impact concretely
Hiring managers want to see outcomes, not activities. Replace vague claims like 'managed recruiting' with specifics: roles filled, time-to-offer reduced, offer acceptance rates improved, or cost-per-hire brought down. Numbers specific to your programs carry far more weight than process descriptions.
Show both strategic and operational depth
Many people and talent manager postings require you to build programs from scratch and run day-to-day operations simultaneously. Your resume should show you've done both, not just one. Highlight moments where you designed a process and then executed it without a larger team supporting you.
Target postings by team size and structure
A people and talent manager role at a 50-person startup demands a different skill set than one at a 5,000-person enterprise. Filter openings by company stage and headcount so your application speaks directly to the complexity and autonomy that employer actually needs from day one.
Apply early to roles that fit
Migrate Mate lists people and talent manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare for a people philosophy conversation
Interviewers for these roles frequently open with questions about your management philosophy, how you've handled underperformance, or what a healthy culture looks like to you. Have clear, grounded answers drawn from real situations before your first call, not polished abstractions about values.
Negotiate scope before you negotiate salary
Before accepting an offer, clarify reporting structure, headcount you'll directly manage, and whether the role owns recruiting, HR, or both. People and talent manager titles vary enormously in actual authority. Scope mismatches after you start are harder to correct than compensation.
People and Talent Manager Jobs: Frequently Asked Questions
Which companies are hiring the most people and talent managers?
The companies hiring the most people and talent managers right now include Breakthru Beverage, CIBC, and ACUMEN, with the largest share of openings in California, New York, and Florida, based on current listings on Migrate Mate as of November 2026. Demand is especially concentrated in technology, healthcare systems, and professional services firms scaling their workforce teams.
How many people and talent manager jobs are remote?
About 68% of people and talent manager openings are fully remote or hybrid as of November 2026, reflecting strong employer flexibility for experienced candidates. Talent acquisition and HR business partner sub-functions tend to have the highest remote share, while culture-focused and onboarding-heavy roles are more likely to require an in-office presence.
How do you become a people and talent manager?
Most people and talent managers start in a specialist role, such as recruiter, HR coordinator, or HR generalist, and build experience across both hiring and employee lifecycle programs. Moving into a manager title typically requires demonstrating you can own a program end-to-end, manage stakeholder relationships independently, and develop others on your team. A relevant degree in HR, organizational psychology, or business helps, and certifications like SHRM-CP signal professional credibility to hiring teams.
Can you get hired as a people and talent manager without formal HR experience?
Yes, though the path usually involves transferable experience in a closely related function. Candidates who've owned internal operations, led team culture initiatives, or managed recruiting informally within a non-HR role can make a compelling case if they frame those experiences in HR terms and can speak to outcomes. Starting with a people operations generalist or talent operations role at a smaller company is often the most direct bridge into a formal people and talent manager title.
What does the people and talent manager interview process look like?
The process typically moves through an initial recruiter screen, a hiring manager interview focused on your philosophy and experience, and a panel or loop with cross-functional partners such as finance, legal, or department heads you'd support. Expect at least one behavioral round with detailed questions about how you've handled difficult employee situations, underperformance, or rapid growth. Some employers add a case study or presentation where you're asked to design a people program or diagnose a hypothetical organizational challenge.
Where can I find and apply to people and talent manager jobs?
You can find and apply to people and talent manager jobs on Migrate Mate, which lists current openings from across the United States. Find roles that fit your experience and location preferences and apply directly to each listing from the page.
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