A Conversation with Stephanie Rose, VP of Client Relations at Bright Horizons
In today’s workplace, employee expectations are shifting. More than ever, people are prioritizing both their professional goals and the needs of their lives outside of work. That’s why care benefits have moved from the margins to the center of workforce strategy. These programs not only support working parents but also a broader population of caregivers—those tending to aging family members, managing pet care, or navigating financial and educational responsibilities.
To start, Rose explains that care benefits cover more ground than many realize.
“Care benefits encompass support for anyone with caregiving responsibilities—children, aging loved ones, pets, or even self-care,” says Rose. “It’s about meeting people where they are in life and in their careers.”
“Care benefits encompass support for anyone with caregiving responsibilities—children, aging loved ones, pets, or even self-care. It’s about meeting people where they are in life and in their careers.”
Rose shares that Bright Horizons got its start by supporting working parents through accessible, affordable, and high-quality child care—a commitment that remains central to the organization’s mission. “Over time, our services have expanded to reflect the evolving needs of today’s workforce.”
That evolution has shaped Bright Horizons’ broader ecosystem, which includes not only traditional child care but also on-site and in-home back-up care, elder care, pet care, and educational advising for college-bound students as well as working professionals continuing their education.working professionals continuing their education.
Organizations that are most effective, Rose says, are the ones that regularly reassess and adjust their offerings to align with employees’ lives. “They ensure services are geographically accessible, and they proactively adapt based on workforce needs.”
Supporting Presence, Performance, and Trust
Family care benefits do more than help employees manage their lives—they also shape how people experience the workplace. When companies go beyond offering the basics, they send a clear message: Your time, responsibilities, and well-being matter.
“Organizations that truly commit to care benefits are deeply attuned to their workforce’s needs,” Rose shares.
“Organizations that truly commit to care benefits are deeply attuned to their workforce’s needs.”
She points to healthcare employers who provide back-up care so that frontline staff can consistently show up for critical responsibilities such as surgeries and bedside care. The result is fewer callouts, improved morale, and a culture where employees feel genuinely supported.
This type of investment also plays a role in advancing equity. When caregiving demands are acknowledged and addressed, companies help level the playing field between employees with and without dependents—building a more fair and inclusive environment.
But the impact doesn’t stop at attendance. Care benefits also influence how effectively people work once they’re on the job.
“Reliable care allows employees to be fully present at work,” says Rose. “It’s not just about showing up. It’s about showing up with mental clarity and focus.”
Industries with demanding physical or emotional workloads—such as healthcare and manufacturing—see significant gains from on-site child care and emergency back-up care. These services not only improve attendance but also concentration and overall performance.
As expectations around work continue to evolve, care solutions are evolving alongside them—adapting to support both the daily realities and long-term well-being of employees.
Meeting Evolving Workforce Expectations
Today’s workforce brings a wide range of life experiences, responsibilities, and expectations to the table. From early-career professionals to working parents and those caring for aging relatives, employees are looking for benefits that reflect their diverse needs.
“We’re seeing a rising demand for flexible, inclusive options—pet care, elder care, tutoring,” Rose notes. “And the importance of education and upskilling benefits is only growing.”
This demand is especially pressing as many organizations navigate hybrid and return-to-office plans. Robust care solutions are increasingly viewed as essential—not a nice extra. Companies that recognize this shift and act on it are more likely to build loyalty and retain high-performing talent.
For many organizations, the challenge isn’t just offering these benefits—it’s knowing how to position them. Rose explains that Bright Horizons works with employers to connect care offerings to larger talent goals and business priorities.
“Our approach is to support the whole person—care, education, and financial wellness—across all life stages,” she explains. “We help companies integrate care benefits into their total rewards strategy so that it directly supports recruitment and retention.”
When family care programs align with what employees genuinely need, companies not only stand out in a competitive market, they create a more engaged and resilient workforce. The impact extends beyond individual well-being, strengthening the organization as a whole.
Translating Care Values into Business Results
Beyond implementation, Bright Horizons plays an active role in shaping how employers think about caregiving. As one of the early leaders in the space, the company has helped expand the conversation to reflect a more inclusive and modern understanding of care.
“We advocate for inclusive, flexible care solutions and for expanding the definition of caregiving itself,” says Rose. “Employers are no longer bystanders—they’re essential to how working families thrive.”
This leadership goes beyond offering services—it encourages organizations to view care as a foundational element of workforce well-being, equity, and long-term success.
That vision comes to life through real-world partnerships that align care benefits with business goals. Bright Horizons has supported a wide range of companies in implementing strategies that deliver results:
AT&T implemented an on-site summer camp to support employees returning to the office five days a week.
Walmart surveyed employees during the planning of its new headquarters and found that on-site child care was a top priority. The company responded by building a center on campus—reinforcing its commitment to working families.
CHRISTUS Health provides back-up care to employees caring for loved ones, helping ensure business operations continue smoothly with fewer unexpected disruptions provides backup care to employees caring for loved ones, helping ensure business operations continue smoothly with fewer unexpected disruptions.
United Health Services, facing a local child care shortage, transformed a vacant site into a fully operational child care center in just six months—saving both time and money compared to a new build.
“These stories show how care benefits aren’t just a feel-good investment—they’re a smart business move,” Rose emphasizes. “In fact, research shows that employers can see up to a 425% return on child care programs through increased productivity and reduced turnover.”
Investing in Your Workforce Today Creates Sustainability for Tomorrow
To stay competitive in today’s evolving workplace, companies must look beyond short-term solutions and invest in the long-term resilience of their workforce. Care benefits are central to that effort—not only by helping employees manage their responsibilities outside of work but also by supporting their development, well-being, and ability to focus on the job at hand.
Programs such as back-up care, tutoring, and non-degree upskilling are helping organizations meet immediate needs while preparing their teams for what’s ahead. These benefits reduce stress, improve engagement, and foster trust across a diverse and multigenerational workforce.
As caregiving responsibilities continue to expand and shift, care benefits have moved from optional to essential. They signal a company’s commitment to supporting the whole person and serve as a meaningful differentiator in a competitive talent market.
“When organizations invest in family care,” Rose says, “they’re not just solving a logistical problem—they’re making a statement about what kind of employer they want to be.”
“When organizations invest in family care, they’re not just solving a logistical problem—they’re making a statement about what kind of employer they want to be.”
By aligning care offerings with the real lives of their people, employers aren’t just enhancing benefits—they’re building the foundation for long-term success.
Are you a Seramount partner eager to highlight your workplace well-being success?
Reach out to your Relationship Representative to share your story.
Krista L. Lindsey brings nearly a decade of expertise in B2B sales, corporate communications, graphic design, and product marketing as the Associate Director, Research Partner Experience at Seramount.
Krista L. Lindsey brings nearly a decade of expertise in B2B sales, corporate communications, graphic design, and product marketing as the Associate Director, Research Partner Experience at Seramount. Her career includes leading recruitment communications, digital marketing, event promotion, and print design as the former Assistant Director of Marketing and Communications at the University of North Texas Division of Enrollment.
Krista earned her Juris Doctor from the University of North Texas Dallas College of Law, where she also conducted independent research on the legal implications of artificial intelligence. Prior to law school, she built a robust career in marketing and communications following an early start in B2B sales. She served as Communications Coordinator at the University of Houston Division of Enrollment and also ran a successful marketing consultancy, helping small and mid-sized businesses develop effective branding and collateral.
A proud first-generation college graduate and alumna of Sam Houston State University, Krista lives in Dallas with her husband, bonus son, and two beloved dogs. In her free time, she enjoys cooking, practicing mindfulness, and catching up on the latest reality TV drama.
Stephanie Rose is Vice-President Client Relations at Bright Horizons Family Solutions, responsible for leading the EdAssist Client Relations Team including working with our largest and complex clients, as well as the largest Health Systems. Stephanie has been with Bright Horizons since 2006 with the acquisition of College Coach and has a background in caregiving supports.
Stephanie Rose is Vice-President Client Relations at Bright Horizons Family Solutions, responsible for leading the EdAssist Client Relations Team including working with our largest and complex clients, as well as the largest Health Systems. Stephanie has been with Bright Horizons since 2006 with the acquisition of College Coach and has a background in caregiving supports as well as educational assistance with more than twenty-five years of client relations experience.
In her role as Vice-President of Client Relations, she has had the pleasure of strategically supporting the largest health systems and corporate accounts as they invest in their adult learners while offering caregiving supports and career pathways. Prior to leading the EdAssist Client Relations Team, Stephanie oversaw the Enterprise Client Services team at Bright Horizons working with such clients as Boeing, Disney, McDonalds and other Fortune 500 organizations. Stephanie brings extensive experience strategically managing highly complex organizations and fulfilling their strategic goals. Through her work with hundreds of BH client organizations, she gained a true appreciation for the impact of Bright Horizons on employees and their families.
Stephanie holds her undergraduate and graduate degree from Northeastern University. She is also the proud mother of her two adult children who both utilized our Bright Horizons centers and our College Coach benefit.
