Sr. Manager, HRBP

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.

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.

RESPONSIBILITIES

Leadership Coaching & Strategic Partnership

• 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.

Employee Relations & Risk Management

• 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.

• Working knowledge of federal and state employment law and employment practices.

Workforce Trends, Data & Action Planning

• 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.

People and/or Project Leadership

• 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