Senior HR Business Partner

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 ValuesBelonging: 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 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 PartnershipServe 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 ManagementLead 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 EffectivenessDrive 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