HR Business Partner

LifeStance Health

9d•Remote

About The Position

At LifeStance Health, we strive to help individuals, families, and communities with their mental health needs. Everywhere. Every day. It’s a lofty goal; we know. But we make it happen with the best team in mental healthcare. Thank you for taking the time to explore a career with us. As the fastest growing mental health practice group in the country, now is the perfect time to join our team! LifeStance Health Values Belonging: We cultivate a space where everyone can show up as their authentic self. Empathy: We seek out diverse perspectives and listen to learn without judgment. Courage: We are all accountable for doing the right thing - even when it's hard - because we know it's worth it. One Team: We realize our full potential when we work together towards our shared purpose. The HR Business Partner team delivers People & Culture support through a tiered model that integrates frontline teammate support, leadership partnership, and strategic workforce guidance to strengthen team effectiveness and patient care outcomes. HR Business Partners (HRBPs) support leaders and teammates across assigned regions or business groups. This role provides coaching and guidance on everyday people leadership practices, employee relations matters, and team effectiveness. The HRBP builds strong partnerships with leaders, understands the needs of the teams they support, and helps foster an environment where support teams and clinicians can thrive and work together to deliver exceptional patient care in alignment with our mission. HRBPs partner closely with peers, HRBP leadership and cross-functional HR teams to ensure consistent guidance, aligned practices, and seamless escalation for higher-complexity matters.

Requirements

5+ years of experience in Human Resources, employee support, leadership operations, or related field.
Experience coaching leaders through day-to-day people leadership moments (e.g., communication, feedback, navigating expectations).
Ability to maintain confidentiality and handle sensitive matters with sound judgment.
Strong communication skills with the ability to build trust and influence across varied stakeholders.
Comfort working in a fast-paced, multi-site or matrixed environment with shifting priorities.
Ability to track follow-through and drive actions to closure.
Working knowledge of federal and state employment laws and regulations, including wage and hour requirements, leave administration, anti-discrimination laws and workplace investigations.

Nice To Haves

Experience supporting healthcare or clinical operations environments, or other multi-site and multi state service organizations.
Working knowledge of employee relations case management and documentation expectations.
Bachelor’s degree in Human Resources, Business, Psychology, or related field (or equivalent practical experience).
Experience with HR systems such as Workday, including navigation and transactional familiarity.
Exposure to leader enablement, training delivery, or engagement action planning.

Responsibilities

Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams.
Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations.
Prepare and guide leaders through performance and development discussions and follow-ups.
Support new leader onboarding and reinforce consistent people leadership practices.
Manage moderate complexity employee relations matters.
Conduct fact-finding and document information in alignment with standard practices.
Identify trends early and elevate patterns or risk scenarios appropriately.
Partner with leaders to ensure actions are fair, timely, and consistent.
Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings.
Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs.
Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans.
Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations.
Ensure consistent HR guidance across assigned region or business group.
Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience.
Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness
Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans.
Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group.
Typically supports multiple locations, practice operations teams, and/or shared services groups across multiple states.
Independently owns moderate-complexity employee relations and performance support cases; escalates high-risk or high-complexity matters as needed.
Operate independently while maintaining strong alignment with HRBP peers and leadership to ensure consistent practices across the organization.
May contribute to cross-functional project work aligned to operational needs, capacity, and readiness.