HR Business Partner

LifeStance Health is a leading mental health practice group dedicated to supporting individuals and communities with their mental health needs. The HR Business Partner will provide People & Culture support, coaching leaders, managing employee relations, and ensuring effective HR processes to foster a thriving work environment for both support teams and clinicians.

Responsibilities:

• Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams
• Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations
• Prepare and guide leaders through performance and development discussions and follow-ups
• Support new leader onboarding and reinforce consistent people leadership practices
• Manage moderate complexity employee relations matters
• Conduct fact-finding and document information in alignment with standard practices
• Identify trends early and elevate patterns or risk scenarios appropriately
• Partner with leaders to ensure actions are fair, timely, and consistent
• Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings
• Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs
• Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans
• Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations
• Ensure consistent HR guidance across assigned region or business group
• Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience
• Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness
• Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans
• Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group
• Typically supports multiple locations, practice operations teams, and/or shared services groups across multiple states
• Independently owns moderate-complexity employee relations and performance support cases; escalates high-risk or high-complexity matters as needed
• Operate independently while maintaining strong alignment with HRBP peers and leadership to ensure consistent practices across the organization
• May contribute to cross-functional project work aligned to operational needs, capacity, and readiness

Requirements:

• 5+ years of experience in Human Resources, employee support, leadership operations, or related field
• Experience coaching leaders through day-to-day people leadership moments (e.g., communication, feedback, navigating expectations)
• Ability to maintain confidentiality and handle sensitive matters with sound judgment
• Strong communication skills with the ability to build trust and influence across varied stakeholders
• Comfort working in a fast-paced, multi-site or matrixed environment with shifting priorities
• Ability to track follow-through and drive actions to closure
• Working knowledge of federal and state employment laws and regulations, including wage and hour requirements, leave administration, anti-discrimination laws and workplace investigations
• Experience supporting healthcare or clinical operations environments, or other multi-site and multi state service organizations
• Working knowledge of employee relations case management and documentation expectations
• Bachelor's degree in Human Resources, Business, Psychology, or related field (or equivalent practical experience)
• Experience with HR systems such as Workday, including navigation and transactional familiarity
• Exposure to leader enablement, training delivery, or engagement action planning