Senior HR Business Partner
About the role
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.
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.
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 and operating model evolution. Guide leaders in identifying and implementing targeted actions that improve team stability and performance.
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.
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.
Translate enterprise HR strategies into scalable regional playbooks across markets. Support operational growth, workforce transformation, organizational effectiveness, and integration of acquisitions, ensuring strategic alignment and engagement.
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.
Qualifications
Qualified candidates must be legally authorized to be employed in the United States.
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.
Skills
Experience supporting healthcare or clinical operations strongly preferred.
Experience leading or coaching HR team members; comfort developing talent.
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.
Pay
$135,000 - $145,000/annually
Schedule
N/A