Digital Health, Mental Health, Employer Benefits, HR Tech

Senior People Business Partner, Temporary

New York, NYHybridTemporarySenior$129,780–$164,450 /yrPosted 1 month ago

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Required skills

HRBP
People Generalist
employee relations
investigations
risk assessment
performance management
manager coaching
org design
compensation
labor law

Nice to have

interim HR
fractional HR
leave coverage
Revenue
R&D
G&A

Role summary

Seeking a temporary Senior People Business Partner (PBP) for a four-month parental leave coverage role. The PBP will serve as the primary HR partner for an assigned client group (Revenue, R&D, or G&A), ensuring continuity of support for managers and employees. Responsibilities include managing employee relations, coaching managers, executing in-flight HR programs (performance, talent, compensation), and maintaining clear documentation for a smooth handover. This hybrid role requires 2-3 days per week in the NYC HQ. The ideal candidate can ramp up quickly, operate independently with sound judgment, and has at least 6 years of HRBP or People Generalist experience.

Our mission: eliminating every barrier to mental health.

Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage.Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners.As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission.

We’re hiring a temporary Senior People Business Partner (PBP) to provide parental leave coverage on our People Business Partner team. Each role is a fixed-term assignment of approximately four months.

The PBP will step into an established client group - Revenue, R&D, or G&A functions - and serve as the day-to-day People partner for managers and employees in that function while the incumbent PBP is on leave. This is a continuity role, not a build role. Success looks like managers and employees experiencing no drop-off in support, in-flight People cycles landing on schedule, and a clean handback when the incumbent returns. It’s a strong fit for an experienced PBP who can ramp fast, operate with judgment in ambiguity, and is genuinely comfortable inheriting someone else’s context rather than reshaping it. This temporary role operates on a hybrid model with 2-3 days per week required in-office at our NYC HQ.

What you’ll do:

Serve as the primary People point of contact for your assigned client group, partnering with managers and employees on performance, development, engagement, and organizational questions

Own employee relations matters end-to-end — intake, investigation, documentation, and resolution — escalating complex or high-risk situations appropriately

Coach managers through day-to-day people situations: performance concerns, team dynamics, difficult conversations, and org changes already in motion

Carry in-flight People programs across the finish line, including performance cycles, talent reviews, compensation planning, and engagement survey follow-through

Partner with COE teams (Talent Acquisition, Total Rewards, People Ops & Employee Experience, Compliance, Legal) to execute programs within your client group

Support org changes, role changes, onboarding, and offboarding for your function

Maintain clear documentation and a running handover record so the returning PBP can pick things up cleanly

Flag risks and open items early rather than absorbing them quietly

What success looks like in this role:

Managers and employees in your client group report consistent, responsive support throughout the coverage period

In-flight People cycles and programs complete on time with no slippage attributable to the transition

Employee relations matters are resolved or cleanly escalated, with complete documentation

The returning PBP receives a thorough, well-organized handback with no surprises

What you'll bring:

6+ years of progressively responsible HRBP or People Generalist experience

Demonstrated ability to ramp quickly and operate independently within an existing client group — you’ve stepped into unfamiliar contexts and been effective within weeks

Strong employee relations depth, including investigations, documentation, and risk assessment

Practical command of core HR disciplines: performance management, manager coaching, org design fundamentals, and compensation basics

Working knowledge of labor and employment law

Excellent written and verbal communication; credible with individual contributors, managers, and senior leaders alike

Comfort with people data, analytics and reporting to inform recommendations

High EQ and discretion in handling sensitive information

Sound judgment about what to decide, what to escalate, and what to leave for the returning PBP

Working knowledge of Google Workspace (Docs, Sheets, Slides, Forms)

Nice to have:

Prior experience in interim, fractional, or leave-coverage HRBP assignments

Experience supporting Revenue (Sales, CS, Partnerships), R&D (Product, Engineering, Data), or G&A (Finance, Legal, Marketing, People) client groups

High-growth startup or technology company experience

Exposure to HR technology or People analytics platforms

The target base salary range for this position is $129,780 - $164,450. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay.

Not sure if you meet every requirement? Research shows that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive. If this role excites you, we encourage you to apply.

Our privacy policy: https://springhealth.com/privacy-policy/

Spring Health is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex, marital status, ancestry, disability, genetic information, veteran status, gender identity or expression, sexual orientation, pregnancy, or other applicable legally protected characteristic. We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. Spring Health is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you have a disability or special need that requires accommodation, please let us know.

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