Senior HR Business Partner

LifeStance Health•LSH-Corporate-MA, MA

1d•$135,000 - $145,000

About The Position

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. The Sr. HRBP of Clinical Operations & Workforce Strategy is a multi-specialty business partner supporting the Chief Medical Officer, Clinical Operations, and Ops Strategy organizations serving as a strategic advisor, leading workforce planning, organizational design, talent strategy, and change initiatives that enable scalable growth, operational effectiveness, leadership capability, and high-quality patient care delivery. The Senior HR Business Partner develops a deep understanding of the business they support, identifies trends across teams and locations, and partners with leaders to implement actions that strengthen retention, leader effectiveness, and organizational health. This role also contributes to cross-functional HR initiatives that improve leader capability, consistency, and overall employee experience. Consistent with LifeStance’s values, every member of the LifeStance team is expected to support each other and the mission, which may mean participating in projects and initiatives and performing functions and responsibilities not specifically outlined in this job description.

Requirements

7+ years of experience in HR, employee relations, leadership coaching, or business partnering roles.
Experience in resource planning, workforce analytics and development and process improvement.
Demonstrated experience independently managing complex ER matters and providing leader coaching.
Strong ability to diagnose team and leader needs and translate them into practical actions.
Ability to influence and build trust with senior leaders.
Comfortable working in fast-paced, multi-site clinical or matrixed environments.
Working knowledge of federal and state employment laws and employment practices with the ability to apply this knowledge to guide leaders and mitigate organizational and compliance risk.
Experience in workforce planning, organization design, workforce analytics, workforce development, and process improvement.
Qualified candidates must be legally authorized to be employed in the United States
Demonstrates awareness, inclusivity, sensitivity, humility, and experience in working with individuals from diverse ethnic backgrounds, socioeconomic statuses, sexual orientations, gender identities, and other various aspects of culture.

Nice To Haves

Experience supporting healthcare or clinical operations strongly preferred.
Experience leading or coaching HR team members; comfort developing talent.
Bachelor’s degree in human resources, Business, Psychology, Organizational Development, or related field (or equivalent practical experience).
Familiarity with Workday and other HR systems.
Experience in change leadership, workforce planning, or talent development initiatives.

Responsibilities

Serve as the primary HR partner to VP-level or senior leaders within assigned scope.
Function as a trusted advisor, balancing business objectives, workforce needs, organizational health, and employee experience considerations.
Influences and guides leaders through organizational change, operational growth, and workforce transformation initiatives.
Partner cross functionally to drive integrated workforce solutions.
Provide thought partnership on organization structure, team dynamics, role clarity, talent planning to strengthen team effectiveness and operational performance.
Coach leaders through complex people leadership situations including high-impact feedback, change navigation, and development planning.
Reinforce leadership expectations and supports leaders in building strong, accountable, high performing team environments.
Lead higher-complexity employee relations matters, including conduct concerns, policy application, and performance management escalations.
Conduct fact-finding, determine recommended actions, ensure documentation practices aligned to company standards.
Identify recurring regional or functional workforce themes across regions or functions and implement preventative actions to reduce avoidable ER issues.
Escalate legal or high-risk matters in alignment with established protocols.
Drive strategic workforce planning efforts aligned to organizational growth, patient access needs, clinician capacity, and evolving priorities.
Partner with leaders to assess organizational structure, role clarity, and workforce development to improve effectiveness and scalability.
Identify workforce capability gaps and succession risks, recommend talent strategies to strengthen bench strength and organizational continuity.
Utilize workforce analytics and business insights to identify organizational risks, talent gaps, succession needs, and workforce optimization opportunities.
Support organization transformation initiatives included restructures, integrations efforts, leadership transition dn operating model evolution.
Guide leaders in identifying and implementing targeted actions that improve team stability and performance.
Align workforce actions with HRBP leadership and enterprise standards to align insights and ensure consistency in approach across the organization.
Provide value driven HR strategy partnership by translating vision and strategies into actionable, value-added impact and implementation.
Support operational growth, workforce transformation, organizational effectiveness, and integration of acquisitions, ensuring strategic alignment and engagement.
Translate enterprise HR strategies into scalable regional playbooks across markets.
Provide informal leadership, case consultation, and capability guidance to HRBP I and Associate HRBP roles.
Provide coaching, case consultation, and development support to team members to build capability and consistency across the HRBP team.
Reinforce shared standards for documentation, communication, escalation, and leader guidance to ensure aligned HR practices across locations.
Represent the HRBP perspective in cross-functional initiatives (e.g., leader enablement, policy rollout, practice/process refinement).
Surface regional or business-group insights that inform enterprise workforce decisions, resource prioritization, and program evolution.
Primary HR partner to VP-level leaders and/or senior directors across a region, market, or corporate function.
Scope may include multi-state clinic operations, support teams, or complex organizational structures.
Advises leaders on organizational effectiveness opportunities including role clarity, leadership structure, and team alignment.
Leads higher-complexity employee relations, workforce planning discussions, and talent planning work.
Provides informal guidance to Associate HRBPs and HRBP I roles when assigned.
Contributes to organizational planning discussions and cross-functional HR improvement work.