Senior HR Business Partner

ROLE OVERVIEW

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,identifiestrends 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 improveleadercapability, consistency, and overall employee experience.

Consistent withLifeStance’svalues, every member of the LifeStance team is expected to support each other and the mission, which may meanparticipatingin projects and initiatives and performing functions and responsibilities not specifically outlined in this job description.

KEY RESPONSIBILITIES 

Leadership Coaching & Strategic Partnership

• Serve as the primary HR partner to VP-level or senior leaders within assigned scope.

• Function as a trusted advisor, balancing businessobjectives, 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 thoughtpartnershipon organization structure, team dynamics, role clarity, talent planning to strengthen team effectiveness and operational performance.

• Coach leaders through complexpeopleleadership situations including high-impact feedback, change navigation, and development planning.

• Reinforce leadership expectations andsupportsleaders in building strong, accountable, high performing team environments.

Employee Relations & Risk Management

• Lead higher-complexity employee relations matters, including conduct concerns, policy application, and performance management escalations.

• Conduct fact-finding,determinerecommended actions, ensuredocumentation practices aligned to company standards.

• Identifyrecurring 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.

Workforce Planning & Organizational Effectiveness

• 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.

• Identifyworkforce capability gaps and succession risks, recommend talent strategies to strengthen bench strength and organizational continuity.

• Utilize workforce analytics and business insights toidentifyorganizational risks, talent gaps, succession needs, and workforce optimization opportunities.

• Support organization transformation initiatives included restructures,integrationsefforts, leadership transition dnoperatingmodel evolution.

• Guide leaders inidentifyingand implementing targeted actions that improve team stability and performance.

• Align workforce actions with HRBP leadership and enterprise standards to align insights and ensure consistency inapproachacross 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.

People and/or Project Leadership

• Provide informal leadership, case consultation, and capability guidance toHRBP Iand 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, andleaderguidance to ensure aligned HR practices across locations.

• Represent the HRBP perspective in cross-functional initiatives (e.g.,leaderenablement, policy rollout, practice/process refinement).

• Surface regional or business-group insights that inform enterprise workforce decisions, resource prioritization, and program evolution.

Scope & Complexity

• Primary HRpartnertoVP-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.

• Providesinformal guidance to Associate HRBPs andHRBP Iroles when assigned.

• Contributes to organizational planning discussions and cross-functional HR improvement work.

REQUIREMENTS

• 7+ years of experience in HR, employee relations, leadership coaching, or business partnering roles.

• Experience in resource planning, workforce analytics anddevelopmentand process improvement.

• Demonstrated experience independently managing complex ER matters and providingleadercoaching.

• 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, workforcedevelopment,and process improvement.

• Qualified candidates must be legally authorized to be employed in the United States

• LifeStance is an EEO/Affirmative Action Employer and does not discriminateon the basis ofage, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status,disability,or any other legally protectedstatus.

• Demonstratesawareness, inclusivity, sensitivity, humility, and experience in working with individuals from diverse ethnic backgrounds, socioeconomic statuses, sexual orientations, gender identities, and other various aspects ofculture.

PREFERRED SKILLS AND KNOWLEDGE

• Experience supporting healthcare or clinical operationsstronglypreferred.

• 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 inchangeleadership, workforce planning, or talent development initiatives.

PHYSICAL REQUIREMENTS

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonableaccommodationmay be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employeeis regularly required tosit, stand, bend,talkandhear. The employee isfrequentlyrequired to walk. The employee must be able to lift and/or move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depthperceptionand the ability to adjust focus.

COMPENSATION: $135,000 - $145,000/annually

LifeStance provides the compensation range and benefits that it in good faith believes it might pay and/or offer for this position. LifeStance reserves the right to ultimately pay more or less than the posted range and offer additional benefits and other compensation, depending on circumstances not related to an applicant’s sex or other status protected by local, state, or federal law.