Sr. Manager, HRBP

LifeStance Health

1d•Hybrid

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. ROLE OVERVIEW The Senior Manager, 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 Senior Manager, HR Business Partner leads regional HR strategy execution across Clinical Operations by directing HRBP support for multi-state markets and establishing partnerships and workforce practices that enable stable staffing, leadership effectiveness, and scalable care delivery. This role manages and develops a team of HR Business Partners, enforces performance management and employee relations standards across regions, resolves complex escalations, and aligns workforce planning and organizational design with Clinical Operations priorities. The role serves as the primary escalation point for regional workforce matters and ensures consistent, defensible HR execution across supported markets.

Requirements

Bachelor’s degree in Human Resources, Business, Psychology, Organizational Development, or related field (or equivalent practical experience).
Minimum of 3+ years’ experience leading or coaching HR team members; comfort developing talent.
8+ years of experience in HR, employee relations, leadership coaching, or business partnering roles.
Demonstrated experience independently managing complex ER matters and providing leader coaching.
Strong ability to diagnose workforce challenges and translate insights into strategic actions.
Experience developing HR team capability and leadership oversight
Strong ability to diagnose workforce challenges and translate insights into strategic actions.
Ability to influence and build trust with senior leaders.
Comfortable working in fast-paced, multi-site clinical or matrixed environments.

Nice To Haves

Experience supporting healthcare or clinical operations strongly preferred.
Familiarity with Workday and other HR systems.
Experience in change leadership, workforce planning, or talent development initiatives.

Responsibilities

Serve as the primary HR advisory to VP-level or senior leaders within super-region or functional scope.
Provide strategic thought partnership on organization structure, team dynamics, role clarity, and talent planning.
Coach leaders through complex people leadership situations including high-impact feedback, organizational change, and development planning.
Reinforce leadership expectations and guide leaders in building strong, accountable high performing team environments.
Oversee higher-complexity employee relations matters, including conduct, policy application, and performance management escalations.
Provide guidance to HRBPs on appropriate case management, documentation standards, and risk mitigation strategies.
Identify regional/functional themes, recommend proactive strategies to reduce avoidable and recurring ER issues.
Escalate legal or high-risk matters in alignment with established protocols in partnership with Legal and HR Leadership.
Monitor workforce trends including retention, vacancy patterns, team climate, and leader capability within assigned function, identify system issues and drive solutions.
Partner with leaders in selecting and following through on targeted actions that improve team stability and performance.
Partner with HRBP leadership and other HR teams to align insights and ensure consistency in approach across the organization.
Translate workforce insights into actionable recommendations that support operational priorities and HR Strategy.
Lead, coach, and develop HRBP team members to strengthen leadership partnership capability and HR practices.
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 to influence enterprise decisions, resource prioritization, and program evolution.
Primary HR advisor to VP-level leaders and/or senior directors across a region, market, or corporate function.
Supports larger multi state/regional footprints, higher organizational complexity, or broader scope of influence.
Oversees higher-complex employee relations escalations and talent planning work.
Partners with senior leadership on organizational design and planning discussions and cross-functional HR improvement work.