Sr. Manager, People Experience & Onboarding

ROLE OVERVIEW 

The Senior Manager, People Experience & Onboarding, will serve as a strategic integrator across all phases of the employee lifecycle — from recruiting through onboarding, manager enablement, development, and retention. This role will act as the connective tissue across HR teams, ensuring systems, processes, change management, and insights are aligned to deliver a seamless, scalable people experience that drives engagement, performance, and retention. This leader will also directly manage the Onboarding team that supports both clinical and non-clinical employees from offer acceptance to day one. 

Reporting directly to the VP, People Experience, this leader will partner with Talent Acquisition (TA), HRBPs, and Learning to unify efforts, embed leading-indicator insights into decision-making, and enable cultural integration during periods of rapid growth and M&A. 

Compensation: $120,000 - 145,000/annually, plus annual bonus potential

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.

KEY RESPONSIBILITIES

Onboarding Leadership 

• Lead and develop a team of ~10 onboarding professionals responsible for ensuring a best-in-class experience for new hires across clinical and non-clinical roles. 

• Oversee onboarding operations from offer acceptance through day one, ensuring processes are seamless, compliant, and aligned to business needs. 

• Partner with internal HR Teams, hiring managers and departments that support clinical systems enablement to ensure a smooth handoff and coordinated new hire journey. 

Strategic Integration & Experience Design 

• Serve as the architect of an end-to-end people experience strategy, aligning TA, onboarding, learning, and HRBP practices. 

• Partner with TA and Onboarding leaders to ensure Workday Recruiting and Onboarding modules are fully leveraged and integrated. 

• Enable HR to work in a connected way while equipping leaders with a unified view of their teams and workforce health, so they can better manage performance, development, and engagement. 

Change Management & Scale for Growth 

• Lead enterprise change management efforts tied to TA, onboarding, HRBP transformation, and training, ensuring adoption and sustainability. 

• Build frameworks and toolkits to help leaders drive and embed change with their teams. 

• Ensure all new people programs and processes are designed with scalability in mind as LifeStance grows rapidly. 

People Leader Enablement 

• Develop a consistent people leader experience, ensuring managers are supported and equipped with the tools, insights, and behaviors to lead effectively (manage yourself, manage your team, manage the business) 

• Enable leaders to adopt a people-first mindset that fosters engagement, belonging, and performance. 

Metrics & Insights 

• Build the systems and centralized approach to measuring people experience, creating the foundation for identifying key workforce health indicators. 

• Ensure the organization can track leading indicators that are actionable and can influence lagging outcomes such as attrition or turnover cost. 

Continuous Improvement & Business Enablement 

• Identify and eliminate friction in HR processes to create more seamless employee and leader experiences. 

• Simplify and automate processes so that leaders spend less time on “HR work” and more time leading their teams and delivering patient care. 

• Create more seamless HR and onboarding processes that empower employees to focus on delivering exceptional patient care. 

M&A Integration 

• Lead people experience integration efforts for M&A transactions.  

• Ensure seamless onboarding of acquired employees, with focus on 6–12 month cultural integration. 

• Track and report on post-acquisition workforce health indicators to ensure integration success. 

Leadership & Partnership 

• Act as thought partner and right hand to VP, People Experience, on workforce health strategy and enterprise priorities. 

• Build strong partnerships with TA, Onboarding, HRBPs, and Training leaders to ensure aligned goals. 

• Develop team members and mentor across HR functions to build holistic People Experience capability. 

REQUIREMENTS

• 7+ years of progressive HR experience across TA, talent development, engagement, onboarding, employee experience, and/or HR operations 

• Proven ability to lead and scale onboarding teams and processes in a fast-paced environment 

• Demonstrated ability to connect systems and processes across the employee lifecycle, ideally with Workday HCM expertise (Recruiting, Onboarding, Learning, Reporting) 

• Strong background in change management and manager enablement 

• Experience building or centralizing approaches to workforce health metrics and insights 

• Track record of supporting M&A integrations 

• Demonstrated ability to take a strategic mindset to the development of practical solutions and project leadership  

• Strong communication and relationship-building skills across HR and business leaders 

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. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to sit, stand, bend, talk and hear. The employee is frequently required 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, depth perception and the ability to adjust focus.

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