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