At Bright Horizons Family Solutions, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 899 employee surveys, with a 90% confidence level and a margin of error of ± 2.68. It was published on Sep 11, 2017. 8981 Visitors

What Employees Say

I believe management would lay people off only as a last resort.
87%
 
Management is honest and ethical in its business practices.
87%
 
I can be myself around here.
86%
 
People celebrate special events around here.
86%
 
I feel I make a difference here.
85%
 

What They Do

We asked Bright Horizons Family Solutions to explain what they do. Here is what they had to say.

We are a company of people serving people providing early education and preschool, employer-sponsored child care, back-up care, educational advisory services and other work/life solutions. We care for others – children or adults in our care, our employees and community.

About this Company

Website: www.brighthorizons.com Industry: Education & Training
US Headquarters: Watertown, Massachusetts, 02472 US Sites: 715
Major Locations: New York, New York; Atlanta, Georgia; San Francisco, California; Broomfield, Colorado; Washington, District of Columbia US Employees: 20,788
US Revenues: $1,272.9 million Worldwide Revenues: $1,569.8 million
Employees Worldwide: 29,719 Corporate Structure: Public
Stock Symbol: BFAM Founded: 1986

Representing the Bright Horizons family at the Boston Pride Parade

Perks and Programs

We asked Bright Horizons Family Solutions to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Child Care Support: Our company walks our talk about supporting families by making a commitment to helping our employees with their child care expenses. Bright Horizons’ employees, from our entry-level associate teachers to our senior leadership team, receive a 50 percent discount at our child care centers. Our child care benefit allows our teachers to afford high-quality care at our centers so that their children can receive the same high-quality care they are providing for our clients’ families.
  • Buzzing About Baby: We support employees and their families before, during, and after babies arrive with an information-packed resource containing important tips, contact numbers, and websites with guidance on prenatal care, initiating the leave of absence process, an appropriate maternity plan, securing or increasing life insurance and 401(k) contributions, and flexible spending accounts; a nurse line that provides 24/7 nursing access to answer questions about the mother’s or the baby’s health; help making changes to an employee’s benefits after the baby arrives, quality child care and back-up care options; flexible work arrangements; and access to our Well-Being Help Center for support with money management and personal issues like anxiety about delivery or coping with sleep deprivation, adoption assistance, and guidance on returning to work.
  • Flex-Works Brings Balance: We offer our field employees predictable yet flexible schedules that support our centers and our employees’ lives. Flexibility options for our center staff include shift work, reduced schedule, part-time work, or temporary day or hour schedule modifications. Our win-win flexibility practices apply as much to teachers as they do to our office employees. For our Home Team and Broomfield office staff, Bright Horizons’ Flex-Works program focuses on how work is done rather than when and where it is done. Options include a flexible schedule (when employees start and stop their workday), a reduced schedule (working less than full time), and remote work (working from home all or part of the time). Employees need only work 30 hours per week to be eligible for benefits.
  • Women in Leadership: The field of child care and early education is primarily made up of women, and we are aware of the impact we have had and continue to have on the professionalism of child care and the growth and development of female leaders. We have made deliberate and continuous efforts not only to raise awareness of the impact and importance of caregivers — who are mostly women — but also to grow our early education experts into leadership positions in our company and in the community. We have a higher representation of women leaders in our company at every level of our organization than do our competitors. We support women in business with our purchasing power as well, spending $3.1 million in Women Business Enterprise-affiliated women-owned businesses this year.
  • The Leadership Institute: We offer an innovative learning platform called the Leadership Institute because our employees, especially our younger employees, value a career path that offers clear and easy access to all available leadership development opportunities. All leadership development programs and opportunities, synchronous and asynchronous training, learning videos, and other resources are mapped out in the Institute for Individual Contributors, Leaders, Leaders of Leaders, and Senior Leaders at various stages in their careers — Foundational, Growing, and Advanced. More than 6,600 Bright Horizons leaders have visited the Institute since it's launch in 2016. We have also increased our completion of leadership and professional development training companywide by a remarkable 93 percent, something we attribute in large part to the launch of the Institute.
  • Cross-Departmental Internships: Our Broomfield, Colorado, Contact Center offers an internal internship program to give employees more exposure to new opportunities at the ever-growing office. The internships allow employees to spend up to 20 hours a month for six months interning in another department. Shorter, project-based internships are also available for employees who want a less lengthy experience in another department. All employees who have been with us for six months or longer are eligible.
  • World-Class Teacher Training: We offer teachers and operations personnel specialized training. More than 2,500 teachers have received their Child Development Associate (CDA) credential through our award-winning and free preparatory program. We also offer dedicated field education and training specialists (FETS) in areas where we have a dense population of centers, such as Boston, Seattle, Southern California (Los Angeles), Northern California (San Francisco), Raleigh-Durham, New York City, and Denver. Each FETS works during new employee orientation to establish personal connections with cohorts of new employees and with a knowledgeable and committed champion from within the Bright Horizons family. The FETS also provide coaching, mentoring, and program quality improvement support for existing employees and programs.
  • Awards of Excellence: At these music- and fun-filled annual celebrations at our Home Office; our Broomfield, Colorado, Contact Center; company conferences; and centers nationwide, more than 3,000 employees were honored this year with awards that reflect our pride in their exceptional achievements in sixteen distinct categories, ranging from extraordinary classroom skills to leadership excellence to environmental and philanthropic contributions. Some winners receive cash awards as well as recognition. For example, our fourteen Janice Hill Award winners, who are top-performing teachers, receive $1,000 each, and the recipient of the Jim Greenman Legacy Award receives a $10,000 donation from the Bright Horizons Foundation for Children to open a Bright Space at an eligible community agency of their choosing.
  • Employee Advisory Groups: Bright Horizons’ five Employee Advisory Groups — African American Heritage, Asian-Pacific, Hispanic/Latino, Gay/Lesbian/Bisexual/Transgender, and Men in Early Care and Education — are centerpieces of our diversity and inclusion efforts. Any employee is eligible to join the groups, which use online “community rooms” and monthly conference calls for storytelling and resource sharing. The groups provide leadership and honesty on important topics. For example, a “We All Matter” webinar was a unique and emotional exploration of the many ways racial unrest across the U.S. impacts our employees as well as the children and families in our care.
  • Gift of Time: We are proud of the high number of long-term employees who spend years, in many cases decades, with us. We reward these committed family members with “The Gift of Time”: a weeklong paid break to spend in any way the employee chooses. This benefit is extended to all employees who have 20 or more years of service with Bright Horizons, including teachers and members of our office locations. Managers personally present a special card to their Gift of Time recipients along with instructions to help recipients receive their gift when they choose to take advantage of it. The time is added to recipient’s vacation time, so that they can take time away from work to reflect and then return with new energy and inspiration.

COMPENSATION BY THE NUMBERS

$32,153 Average salary and additional cash compensation for Teacher $64,963 Average salary and additional cash compensation for Center Director
25% Match of employee’s 401(k)/403b contribution up to 8% of salary60% Company-paid health coverage for employees
60% Company-paid health coverage for dependents 60% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $815 Average Tuition Reimbursement
$5,000 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
At Bright Horizons we treat each other like family

WORK-LIFE BALANCE BY THE NUMBERS

21 days Paid time off after one year of full-time employment 11 days Paid time off after one year of part-time employment
8 days Paid sick days after one year of full-time employment 1 weeks Paid sabbatical after 20 year(s) of employment
9 Days Paid time off as of first day of full-time employment 9 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option (6% use it)
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness
  • Onsite Amenities (On-site manicures, farmers market, CSA pickup, food trucks, annual nutrition and fitness program, on-site weight management programs, local farm lunch and to-go dinner deliveries with diet specific and vegan options.)

FAMILY CARE BY THE NUMBERS

120 days Job-protected maternity leave (including FMLA/STD) 60 days Average length of maternity leave new mothers take
120 days Job-protected paternity leave (including FMLA)15 days Average length of paternity leave new fathers take
$2,500 Adoption benefit120 days Job-protected parental leave for adoptive parents (including FMLA)*

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $478,690 Philanthropic donations in last year
Third-Party Conducted Environmental impact audit Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Maribeth Bearfield, CHRO is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Our teacher are passionate and caring educators

DEMOGRAPHICS

 
Our leaders often talk about how important our work is, helping to shape the minds of a future generation.

How to Get Hired

We asked Bright Horizons Family Solutions for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Culture-fit is critical to us. It is a fundamental part of our hiring process. We look for people who are successful in a casual, friendly, collaborative, fast-paced workplace where each individual’s unique qualities, perspectives, and backgrounds are valued. A strong work ethic, resilience, a positive attitude, flexibility, a sense of humor, and a customer service orientation, along with a willingness to learn and grow, will also leave a strong impression on our recruiting team. We value employees who are lifelong learners and see mistakes as learning opportunities. In our leaders we are looking for caring, authentic, inspiring, engaging, strategic, and accountable individuals. Our CEO, Dave Lissy, sums it up as people who strive for excellence and blend a sense of professional drive with personal humility.

What can prospective employees do to get your attention?

If you have a sense of humor, a passion for making a difference, and you genuinely enjoy working with people, Bright Horizons could be the place for you. The company looks for potential in candidates of all backgrounds and experience level. If they are self-starters and have a hunger and a willingness to learn and to give/take feedback, we’ll take notice. We take a “hire for potential, train to unlock it” approach to finding prospective employees. We conduct behavioral interviews to explore whether candidates are in sync with our company’s HEART Principles, exhibiting potential to demonstrate honesty, excellence, accountability, respect, and teamwork in their work. 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

As Bright Horizons experiences sustained growth, we will continue to hire child care teachers to work with infants, toddlers, preschoolers, and school-age children. We will also continue to hire center directors and regional managers. Additionally, our Home Office teams continue to see exceptional growth across all our business lines, including adding Contact Center and business analyst roles. We expect to increase our hiring in sales, IT, marketing, and our growing EdAssist business line, and will be looking for program managers and client relations account specialists. In all of our hiring, we strive to create a diverse and inclusive workforce that reflects the full range of clients, families, and individuals that we serve.

What should interested candidates do to find out more and get started?

Interested candidates should explore our website (brighthorizons.com/careers), search our job postings, and submit an application. Our LinkedIn page also provides articles, case studies, and informational overviews of our various service lines, and is a great resource to learn more about our offerings. Candidates can also connect with one of our recruitment coordinators on LinkedIn to learn more about our culture and to keep informed on opportunities. Our Facebook Careers page showcases job opportunities throughout the company, sharing information about what makes Bright Horizons a unique place to work, and is also a place to celebrate our culture and employees. One of our enthusiastic and knowledgeable recruiters will then be in touch if there are opportunities available in your geographic area that are a good match for your knowledge, skills, and experience. 

hiring Outlook

10,000 Forecasted positions to fill in coming year 2% Job Growth
10 Average applicants per opening 93,132 Total job applicants
20% New hires by employee referrals 6% Openings filled by current employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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