Sr. Onboarding Specialist, Enterprise

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 Values

• Belonging: 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.

POSITION OVERVIEW

The Onboarding Partner is a strategic, relationship-focused role responsible for guiding new hires through the pre-start onboarding journey at LifeStance, including non-clinician staff and executives. This role serves as the primary point of contact for new hires from offer acceptance through Day 1, ensuring a high-touch, compliant, and well-coordinated experience across multiple internal teams. The Onboarding Partner balances candidate experience, operational readiness, and data-driven insights to support a consistent and scalable onboarding experience.  

Compensation: $56,981 - $68,377/annually, with additional annual bonus potential

Location: Remote, with standard working hours aligning to PST/MST/CST/EST

KEY RESPONSIBILITIES:

Enterprise & Executive Onboarding

• Own the end-to-end onboarding experience for non-clinician staff and executives from offer acceptance through start date.
• Serve as the trusted point of contact for new hires, providing clear guidance, timely communication, and proactive support throughout the onboarding journey
• Adapt onboarding approach based on role type, seniority, and business impact including creating customized onboarding plans for executives and senior leaders.
• Anticipate and address candidate questions, concerns, and barriers to start, escalating risks as appropriate to protect start dates and business needs.
• Manage sensitive timelines, confidentiality, and executive-level considerations with discretion and professionalism.

Workforce Transitions & Integrations

• Support onboarding for non-standard hiring pathways, including contractor-to-employee conversions, interns/students, and employees joining through acquisitions.
• Ensure a seamless employee experience by providing clear communication and tailored guidance through each transition, minimizing disruption and delays.
• Coordinate onboarding activities related to non-standard hiring pathways, including employment documentation, system access, compliance requirements, and Day One readiness. Adapting the process as needed for each population.
• Contribute to the development and continuous improvement of repeatable processes, playbooks, and best practices for hiring conversions and acquisition onboarding

Compliance & Documentation

• Ensure completion and accuracy of all required onboarding and compliance items, including background checks, I-9 verification, and employment documentation.
• Maintain adherence to internal workflows, regulatory standards, and healthcare-specific onboarding requirements.
• Track onboarding progress and ensure new hires meet all requirements prior to Day 1.
• Update and maintain records and workflows in HRIS/ATS systems (e.g., Workday, Salesforce, or similar)

Cross-Functional Partnership

• Partner closely with Talent Acquisition, HR Business Partners, Training, Executive Assistants, IT, Business Development, and Operations teams to ensure alignment.
• Coordinate dependencies across teams to support system access, equipment, training, and compliance.
• Share timely updates with hiring managers and leadership regarding onboarding progress, risks, and readiness.

Data, Reporting, & Insights:

• Pull, analyze, and maintain onboarding and hiring data to provide visibility into pipeline health.
• Identify risks such as rescinds, delayed starts, or bottlenecks and proactively surface insights to stakeholders and leadership.

​Process Improvement

• Identify opportunities to enhance onboarding efficiency, candidate/new hire experience, and cross-functional coordination.
• Contribute to the development of best practices, tools, and resources for onboarding.
• Stay informed of trends and compliance requirements in behavioral health and healthcare onboarding.

QUALIFICATIONS:

Education:

• Bachelor’s degree or relevant equivalent experience in Human Resources, Healthcare Administration, Business, or related field required.

Experience:

• 4 years of experience in onboarding, HR, recruiting coordination, or healthcare administration

• Experience supporting healthcare professionals preferred
• Experience supporting executives or Senior Leaders preferred
• Exposure to M&A integration or acquisition-related onboarding.
• Proficiency with HRIS/ATS and reporting tools (e.g., Workday, Salesforce, or similar platforms).

Skills:

• Excellent organization and time management skills, with ability to handle multiple priorities and stakeholders simultaneously.
• Service-oriented mindset to foster a positive onboarding experience.
• Ability to understand reporting and tell a story with the data.
• Strong verbal and written communication abilities.
• High attention to detail and commitment to accuracy in a fast-paced environment

CORE COMPETENCIES

• Confidentiality and professionalism in handling sensitive new hire and executive information
• Collaboration and teamwork
• Operational excellence and follow-through
• Proactive problem-solving and data-driven decision making
• Commitment to equity, inclusion, and the mission of behavioral healthcare

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 accommodations 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.

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.

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LifeStance is an equal opportunity employer. We celebrate diversity and are fully committed to creating an inclusive work environment for all our employees. Learn more about Diversity, Equity and Inclusion at LifeStance.