Vice President of Talent Jobs
Vice President of Talent jobs are open across technology, healthcare, financial services, and consumer brands, from director-level to C-suite adjacency, with specializations in talent acquisition strategy, people analytics, and organizational effectiveness. Find a role that fits below and apply directly.
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Showing 5 of 19+ Vice President of Talent jobs
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 19 Vice President of Talent Jobs
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Find Vice President of Talent JobsVice President of Talent Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
- Biotechnology & Pharmaceuticals
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in vice president of talent jobs.
- 10 or more years of progressive experience in talent acquisition or human resources leadership
- Demonstrated experience building or scaling a recruiting function across multiple business units
- Proficiency with applicant tracking systems and people analytics platforms
- Bachelor's degree in human resources, business administration, or a related field
- Experience partnering with C-suite leaders on workforce planning and organizational design
- Familiarity with employer branding strategy and diversity, equity, and inclusion initiatives
Tips for Your Vice President of Talent Job Search
Quantify workforce impact on your resume
Hiring volume alone won't distinguish you at this level. Frame your experience around outcomes: how much you reduced time-to-fill, what retention gains followed a program you built, or how headcount growth translated into revenue-per-employee improvements.
Align your story to company growth stage
A Series B startup and a Fortune 500 want very different things from a vice president of talent. Read each job description for signals like 'build from scratch' or 'scale existing infrastructure' and tailor your resume's narrative to match that stage specifically.
Apply early to roles that fit
Migrate Mate lists vice president of talent openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Lead executive interviews with business context
Panels for this role often include the CEO or CFO, not just HR leadership. Open your answers with the business problem before describing your solution. Executives want to see that you frame talent as a driver of company performance, not an administrative function.
Prepare a 90-day listening-tour plan
Many final-round interviews ask what you'd do in your first quarter. Having a concrete plan, covering stakeholder mapping, audit of current hiring pipelines, and an early win you'd pursue, shows strategic readiness and separates you from candidates who speak only in frameworks.
Negotiate scope alongside compensation
At this level, reporting structure, budget authority, and team size define your ability to deliver. Before closing any offer, clarify what headcount you'll own, whether you have direct access to the board or CEO, and how performance will be measured in year one.
Vice President of Talent Jobs: Frequently Asked Questions
Which companies are hiring the most vice president of talents?
The most active employers for vice president of talents right now are NPR, Masco, and Moody's, and the most openings are in New York, California, and Massachusetts, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at companies in rapid-growth phases or undergoing significant organizational restructuring.
How many vice president of talent jobs are remote?
About 83% of vice president of talent openings are fully remote or hybrid as of November 2026, reflecting broader flexibility at the executive level. Roles focused on people strategy, employer branding, and talent analytics tend to allow remote arrangements more often than those requiring on-site executive presence or physical recruiting operations oversight.
How do you become a vice president of talent?
Most vice presidents of talent begin in a recruiting coordinator or HR generalist role, then advance through senior recruiter, talent acquisition manager, and director positions before reaching the VP level. Building a reputation for scaling teams, reducing attrition, or leading a major organizational change accelerates the path. Executive presence and cross-functional influence are as important as technical HR expertise at this level.
Can you get a vice president of talent role without prior VP experience?
Yes, candidates who have served as a director of talent or head of recruiting at a high-growth company often move directly into VP roles, especially at startups or mid-market firms that are building the function for the first time. A strong portfolio of measurable outcomes, clear executive presence, and an existing network within the industry can substitute for a prior VP title.
What does the vice president of talent interview process look like?
The process typically includes an initial screen with a people operations or executive recruiter, a deeper conversation with the CHRO or CEO, a panel interview with business unit leaders, and a final presentation of your strategic vision for the talent function. Some companies add a case study asking you to diagnose a hiring challenge and propose a solution. The full process usually runs three to five rounds.
Where can I find and apply to vice president of talent jobs?
You can find and apply to vice president of talent jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and seniority level and apply directly to each listing.
See All 19 Vice President of Talent Jobs
Find roles that match your experience and apply in just a few clicks.
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