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Brightwheel is the largest and fastest-growing platform in early education, trusted by millions of educators and families. The company is backed by top-tier investors including Addition, Bessemer, Emerson Collective, and Mark Cuban, and has been recognized as a Cloud 100 company three times.
As a Senior Human Resources Business Partner, you will serve as the primary HR strategic advisor for a portfolio of corporate organizations, working directly with Directors, VPs, and executive team members. Your responsibilities will span performance management, employee relations, compensation, career development, and workforce planning.
Key responsibilities include leading annual review calibrations, promotion cycles, and merit reviews from preparation through facilitation to final outcomes. You will coach and develop managers to build high-performance, accountable, and inclusive team cultures, including navigating difficult performance conversations. You'll advise on complex employee relations situations, balancing employee and business needs, and own strategic HR initiatives end-to-end—from problem identification and stakeholder alignment through solution design and execution.
You will design scalable HR processes and frameworks that solve root causes rather than symptoms, and leverage AI tools to accelerate your work and help raise the bar for the broader People team. You'll also informally mentor teammates and model strong HRBP partnership practices.
You bring deep experience as an HRBP in fast-moving tech environments, with a track record of leading calibration, promotion, or merit cycles in high-performance cultures. You're comfortable advising and coaching leaders through the executive level, including difficult or high-stakes conversations. You have demonstrated success owning strategic initiatives end-to-end and designing or improving HR processes. You're genuinely curious about AI and new tools, and ideally have used AI to build real, scaled workflow improvements. You can navigate messy calibration or performance cases, diagnose skill versus will issues, and change leaders' minds through data and judgment.
