Sr. Onboarding Specialist, Enterprise

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.

Benefits
As a full-time employee of LifeStance Health, the following benefits are offered: medical, dental, vision, AD&D, short and long-term disability, and life insurance. Additional benefits include a 401k retirement savings with employer match, paid parental leave, paid time off, holiday pay and an Employee Assistance Program.

POSITION OVERVIEW

The Onboarding Partner is a strategic, relationship-focused role responsible for guiding new hires through the pre-start onboarding journey at LifeStance, including non-clinician staff and executives. This role serves as the primary point of contact for new hires from offer acceptance through Day 1, ensuring a high-touch, compliant, and well-coordinated experience across multiple internal teams. The Onboarding Partner balances candidate experience, operational readiness, and data-driven insights to support a consistent and scalable onboarding experience.  

Compensation: $56,981 - $68,377/annually, with additional annual bonus potential

Location: Remote, with standard working hours aligning to PST/MST/CST/EST

KEY RESPONSIBILITIES:

Enterprise & Executive Onboarding

• Own the end-to-end onboarding experience for non-clinician staff and executives from offer acceptance through start date.
• Serve as the trusted point of contact for new hires, providing clear guidance, timely communication, and proactive support throughout the onboarding journey
• Adapt onboarding approach based on role type, seniority, and business impact including creating customized onboarding plans for executives and senior leaders.
• Anticipate and address candidate questions, concerns, and barriers to start, escalating risks as appropriate to protect start dates and business needs.
• Manage sensitive timelines, confidentiality, and executive-level considerations with discretion and professionalism.

Workforce Transitions & Integrations

• Support onboarding for non-standard hiring pathways, including contractor-to-employee conversions, interns/students, and employees joining through acquisitions.
• Ensure a seamless employee experience by providing clear communication and tailored guidance through each transition, minimizing disruption and delays.
• Coordinate onboarding activities related to non-standard hiring pathways, including employment documentation, system access, compliance requirements, and Day One readiness. Adapting the process as needed for each population.
• Contribute to the development and continuous improvement of repeatable processes, playbooks, and best practices for hiring conversions and acquisition onboarding

Compliance & Documentation

• Ensure completion and accuracy of all required onboarding and compliance items, including background checks, I-9 verification, and employment documentation.
• Maintain adherence to internal workflows, regulatory standards, and healthcare-specific onboarding requirements.
• Track onboarding progress and ensure new hires meet all requirements prior to Day 1.
• Update and maintain records and workflows in HRIS/ATS systems (e.g., Workday, Salesforce, or similar)

Cross-Functional Partnership

• Partner closely with Talent Acquisition, HR Business Partners, Training, Executive Assistants, IT, Business Development, and Operations teams to ensure alignment.
• Coordinate dependencies across teams to support system access, equipment, training, and compliance.
• Share timely updates with hiring managers and leadership regarding onboarding progress, risks, and readiness.

Data, Reporting, & Insights:

• Pull, analyze, and maintain onboarding and hiring data to provide visibility into pipeline health.
• Identify risks such as rescinds, delayed starts, or bottlenecks and proactivel