Senior Program Manager HR Communications

Job Description

About Lyra Health

Lyra Health is the leading provider of mental health solutions for employers supporting more than 20 million people globally. The company has delivered 13 million sessions of mental health care, published more than 20 peer-reviewed studies, and delivered unmatched outcomes in terms of access, clinical effectiveness and cost efficiency. Extensive peer-reviewed research confirms Lyra’s transformative care model helps people recover twice as fast and results in a 26% annual reduction in overall healthcare claims costs. Lyra is transforming access to life-changing mental health care through Lyra Empower, the only fully integrated, AI-powered platform combining the highest-quality care and technology solutions.

About the Role:

The Senior Program Manager, HR Communications, is a strategic, hands-on partner responsible for shaping and delivering clear, compelling, and employee-centric communication programs across the full employee lifecycle—including leading the People Team’s crisis communication and response strategy.

This role helps employees stay informed, supported, and connected during moments that matter—from major program rollouts to unforeseen events. Reporting to the head of People Experience & Culture, the Senior Program Manager translates complex HR initiatives into clear narratives, drives cross-functional alignment, and ensures consistent, human-centered communication throughout the organization, supporting Lyra’s culture. They work closely with People Experience peers, HRBPs, Benefits, Facilities, Legal, Internal Communications, Corporate Affairs, and senior leadership.

Responsibilities

Strategic Communications Program Leadership

• Develop and own the HR communications strategy in partnership with the Internal Communications Team.
• Coordinate frameworks and messaging strategies for major people programs (performance cycles, benefits, culture programs, learning initiatives, etc.).
• Translate technical updates across HR teams (i.e., Benefits, Compensation, and Talent Development) to design an employee communication plan that provides context and clarity.

Crisis Communication & Response Leadership

• Own and operationalize the People Team’s crisis communication strategy, ensuring employees are connected to benefits, resources, and support during critical events.
• Build and manage an end-to-end crisis response process, including escalation pathways, messaging templates, approval workflows, and communication channels.
• Partner closely with Benefits, HRBPs, Facilities, Communications & Corporate Affairs, Legal, and Security to deliver coordinated resources during incidents affecting employee safety, wellbeing, or workplace continuity.
• Collaborate with the internal clinical team to incorporate mental health best practices into employee-facing crisis communications.
• Support the development of executive-aligned standards for how the organization shares resources in response to events such as workplace safety issues, community crises, and geopolitical events.
• Experience implementing or managing emergency notification systems (e.g., AlertMedia, Everbridge) and navigating the associated data privacy requirements (GDPR/PII) for employee contact information.

Employee Experience Storytelling & Content Development

• Create and consult on high-quality HR communications (emails, content, toolkits, leadership messages, video scripts, presentations).
• Maintain a cohesive, inclusive voice for all HR communications.
• Support executives and leaders with people-focused messaging in partnership with Executive & Internal Communications.

Program & Stakeholder Management

• Partner with People Experience peers and People Leadership team to anticipate communication needs across programs and moments.
• Lead cross-functional planning and timelines for major HR launches.
• Facilitate alignment across Benefits, Facilities, Legal, IT, and Corporate Communications.

Change & Culture Enablement

• Support communication strategies for organizational changes and policy updates.
• Support culture programs and engagement strategies through thoughtful storytelling and consistent messaging.
• Use employee feedback and data to refine communication approaches.

Channel Strategy & Governance

• Optimize People Team communication channels (newsletters, HR leadership messages, employee guides)
• Build toolkits, templates, and guidelines to elevate communication clarity across HR.
• Partner with the Communications & Corporate Affairs team to drive message consistency across the company.

Qualifications

• 12+ years of experience in internal communications, HR communications, employee experience, program management, or related fields.
• Demonstrated experience communicating during complex or sensitive situations; crisis communication background strongly preferred.
•  Exceptional writing, editing, and storytelling skills.
• Strong program management and stakeholder alignment abilities.
• Experience managing communication strategies across diverse geographies, time zones, and cultural contexts in a remote-first environment.
• Comfortable navigating ambiguity and managing issues with urgency, discretion, and emotional intelligence.
• Ability to drive alignment across senior leaders and cross-functional teams.
• Understanding of HR & Legal practices, change management principles, and employee experience strategy.

Success in This Role Looks Like

• A clear and trusted crisis communication process is in place, tested, and understood by all relevant teams. The HR Comms function is structured to be ‘crisis-ready’ through automation and templates, reducing manual intervention and response time during high-impact events.
• Employees receive timely information, support, and resources during both planned and unplanned events.
• HR programs land with clarity and consistency, increasing adoption and clarity.
• Leaders have the tools, guidance, and confidence needed to communicate effectively.
• The People Experience & Culture operates with stronger alignment, coordination, and strategic influence, translating to consistent alignment across the broader People team.

$134,000 - $184,000 a year

As a full-time Sr. Program Manager, HR Communications, you will be employed by Lyra Health, Inc. The anticipated annual base salary range for this full-time position is $134,000 to $184,000. The base range is determined by role and level, and placement within the range will depend on a number of job-related factors, including but not limited to your skills, qualifications, experience and location. This role may also be eligible for discretionary bonuses.

Annual salary is only one part of an employee’s total compensation package at Lyra. We also offer generous benefits that include:

-Comprehensive healthcare coverage (including medical, dental, vision, FSA/HSA, life and disability insurances)

-Lyra for Lyrians; coaching and therapy services

-Equity in the company through discretionary restricted stock units

-Competitive time off with pay policies including vacation, sick days, and company holidays

-Paid parental leave

-401K retirement benefits

-Monthly tech allowance

-We like to spread joy throughout the year with well-being perks and activities, surprise swag, free food, regular community celebration…and more!

We can’t wait to meet you.

“We are an Equal Opportunity Employer. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information or any other category protected by law.

By applying for this position, you acknowledge that your personal information will be processed as per the Lyra Health Workforce Privacy Notice. Through this application, to the extent permitted by law, we will collect personal information from you including, but not limited to, your name, email address, gender identity, employment information, and phone number for the purposes of recruiting and assessing suitability, aptitude, skills, qualifications, and interests for employment with Lyra.  We may also collect information about your race, ethnicity, and sexual orientation, which is considered sensitive personal information under the California Privacy Rights Act (CPRA) and special category data under the UK and EU GDPR.  Providing this information is optional and completely voluntary, and if you provide it you consent to Lyra processing it for the purposes as described at the point of collection, for example for diversity and inclusion initiatives.  If you are a California resident and would like to limit how we use this information, please use the Limit the Use of My Sensitive Personal Information form.  This information will only be retained for as long as needed to fulfill the purposes for which it was collected, as described above. Please note that Lyra does not “sell” or “share” personal information as defined by the CPRA. Outside of the United States, for example in the EU, Switzerland and the UK, you may have the right to request access to, or a copy of, your personal information, including in a portable format; request that we delete your information from our systems; object to or restrict processing of your information; or correct inaccurate or outdated personal information in our systems. These rights may be subject to legal limitations. To exercise your data privacy rights outside of the United States, please contact [email protected]. For more information about how we use and retain your information, please see our Workforce Privacy Notice.”

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, summarizing interviews, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.