Senior HR Business Partner

Headway•New York, NY

68d•$152,000 - $190,000•Hybrid

About The Position

Headway is a Series D company with over $325M in funding, aiming to revolutionize mental healthcare accessibility by building a new system where everyone can afford care. They have automated the administrative burdens of insurance for mental health providers, and now serve over 75,000 providers across all 50 states, impacting over 1 million patients. Headway is developing tools for therapists to manage their practices, improving the process of finding a therapist, and building a scalable platform for care delivery. This role is based in their New York City office and requires 2 days per week in person. The Senior HR Business Partner will support the growing Engineering organization, working closely with HR leadership and Engineering leadership to develop people strategies, programs, and policies for sustainable scaling. The role involves shaping and executing people strategies to enable scale, enhance leadership, and drive high performance. The HRBP will act as a trusted advisor on organizational design, performance management, talent planning, and leadership development, balancing immediate priorities with long-term organizational health and culture. They will utilize data-driven insights to identify trends, influence decisions, and lead initiatives to improve the employee experience, strengthen manager capabilities, and empower teams. Collaboration with Centers of Excellence (Total Rewards & Compensation, People Ops, Legal, and Talent Acquisition) is also a key aspect of this role.

Requirements

5–8 years of progressive HRBP or HR adjacent/ generalist experience (e.g., Chief of Staff, Strategy, Consulting), with a track record of supporting senior executives in high-growth or scaling environments.
Independently partner with business leaders — you don't wait to be told what's needed, and you know when to escalate and when to run with it.
Are data-driven, using both qualitative and quantitative signals to surface insights and support decisions.
Build genuine trust with managers through candor, follow-through, and sound judgment.
Have solid grounding in core HR processes — performance management, org design, talent development — and execute them with rigor.
Thrive in fast-paced environments where ownership, agility, and operational discipline are the expectation.
Are curious about and comfortable using AI tools in your day-to-day work — you don't need to be technical, but you should be able to hold a credible conversation with engineering leaders about what AI transformation means for talent, skill gaps, and team design.
Model Headway's cultural principles and hold a high bar for performance and accountability.

Responsibilities

Independently partner with leaders to translate business priorities into actionable people plans.
Connect People programs to functional goals, surface patterns across the client group, and escalate insights that inform broader organizational thinking.
Lead performance management and talent review processes with rigor and follow-through within the organization.
Coach people managers to set clear expectations, deliver feedback, and take early action on performance, building their confidence to lead with accountability.
Partner with leaders to inform organizational structure decisions, clarify roles and decision rights, and support team health within the defined scope.
Use headcount and workforce data to identify talent gaps and support scalable design.
Build trusted relationships with managers and deliver direct, actionable feedback that shifts behavior and builds capability.
Reinforce Headway's cultural principles and managerial expectations through consistent coaching and follow-through.
Independently build and use people data—attrition, engagement, performance patterns—to surface insights and influence leadership action.
Leverage AI tools to accelerate analysis, synthesize feedback at scale, and draft communications with speed and precision.
Own People programs and projects end-to-end within the organization, from planning through execution and follow-through.
Balance multiple workstreams without losing precision or quality.
Model and amplify Headway’s values and performance standards.
Ensure fairness, inclusion, and consistency in decision-making.
Surface patterns in sentiment and proactively strengthen engagement and trust.