Senior Human Resources Business Partner

Early education is one of the most important determinants of childhood outcomes, a critical support for working families, and a $175B market that remains underserved by modern technology. Brightwheel is the largest, fastest growing, and most loved platform in early ed, trusted by millions of educators and families every day.

Responsibilities

Serve as the primary HR partner for a portfolio of corporate orgs, working directly with Directors, VPs, and members of the executive team on performance, employee relations, compensation, career development, and workforce planning; Lead our annual review calibration, promotion, and merit cycle for your assigned orgs — from prep through facilitation to final outcomes; Coach and develop managers to build a high-performance, accountable, and inclusive team culture, including navigating hard performance conversations; Advise on complex employee relations situations, balancing what's right for the employee with what's right for the business; Own strategic initiatives with your stakeholders — identifying the problem, aligning stakeholders, structuring options and solutions, and driving the outcome aligned to a business priority; Design HR processes and frameworks that hold up beyond your own portfolio — solving root causes, not just symptoms; Use AI tools to accelerate your own work — from ER documentation to policy drafting to workforce planning — and help raise the bar for how the broader People team works; Model strong HRBP partnership for your teammates, informally mentoring and sharing what's working

Requirements

Built real depth across HR domains — performance, employee relations, compensation, employee experience; Earn trust fast, whether coaching a first-time manager or advising a member of the executive team; Default to principles over rules; Broad HR experience in a fast-moving environment, whether built as an HRBP, People Partner, generalist, or through a similarly hands-on path; A track record of leading — not just supporting — a calibration, promotion, or merit cycle, ideally in a high-performance culture; Comfort advising and coaching leaders up through the executive level, including through difficult or high-stakes conversations; A track record of owning ambiguous people problems and strategic initiatives end-to-end for a business leader; A history of designing or improving an HR process, not only executing existing ones; Genuine curiosity about AI and new tools — you don't need to be an expert, but you try things and iterate

Nice to have

You've used AI to build a real, scaled workflow improvement — not just experimented with a chatbot; You've navigated a genuinely messy calibration or performance case (conflicting data, an underdeveloped process, a hard people call) and can talk through how you diagnosed skill vs. will and chose your approach; You've changed a leader's mind through data and judgment, not authority, resulting in a meaningful business outcome; You've mentored or shaped how peers approach HR partnership, without being asked to