Job Description
Our mission: to eliminate every barrier to mental health.
At Spring Health, we’re on a mission to revolutionize mental healthcare by removing every barrier that prevents people from getting the help they need, when they need it. Our clinically validated technology, Precision Mental Healthcare, empowers us to deliver the right care at the right time—whether it’s therapy, coaching, medication, or beyond—tailored to each individual’s needs.
We proudly partner with over 450 companies, from startups to multinational Fortune 500 corporations, as a leading provider of mental health service, providing care for 10 million people. Our clients include brands you use and know like Microsoft, Target, and Delta Airlines, all of whom trust us to deliver best-in-class outcomes for their employees globally. With our innovative platform, we’ve been able to generate a net positive ROI for employers and we are the only company in our category to earn external validation of net savings for customers.
We have raised capital from prominent investors including Generation Investment, Kinnevik, Tiger Global, Northzone, RRE Ventures, and many more. Thanks to their partnership and our latest Series E Funding, our current valuation has reached $3.3 billion. We’re just getting started—join us on our journey to make mental healthcare accessible to everyone, everywhere.
Spring Health is seeking a Director, Compensation & Equity to lead the strategic evolution of our pay and equity programs. Reporting to the VP, Total Rewards & People Ops, you will own the design and execution of compensation cycles, board-level equity reporting, and the total rewards integration for our upcoming large-scale acquisition. This is a full-time, hybrid position requiring 1-2 days per week in our New York City office.
What you’ll do
- Lead semi-annual compensation cycles using Aon/Radford data to ensure market competitiveness across clinical, engineering, and corporate functions.
- Drive the completion of our job architecture project to create a scalable framework for career progression and internal equity.
- Evolve our compensation philosophy to support scale while ensuring consistent and fair practices.
- Drive quarterly equity reporting and narratives for the Board of Directors, managing burn rate and long-term shareholder value.
- Oversee the end-to-end equity lifecycle, including grant strategy, administration, compliance, and employee education.
- Serve as the People Team lead for M&A, harmonizing pay structures and bridging equity programs for acquired populations.
- Embed AI-driven solutions and automation into the compensation function to increase data precision, streamline heavy manual cycles, and provide real-time pay insights.
- Design and launch creative, non-traditional retention strategies and “stay incentives” for top-tier talent, ensuring our most impactful team members are recognized and rewarded beyond standard base pay.
- Manage and mentor a direct report, effectively distributing high-visibility work while providing the coaching and resources they need to grow within the People organization.
- Partner with Finance on budgeting and Talent Acquisition to design competitive offers that win top-talent while maintaining internal equity.
What success looks like in this role
Operational Efficiency & Automation:
- Enhance the semi-annual compensation cycle to simplify the manager experience, reduce manual administrative burden, and consolidate timelines.
- Build at least one AI agent in 2026 to automate core manual processes, moving the function away from manual updates toward scalable systems.
- Successfully reduce out-of-band compensation exceptions from 23% to <21% through better data driven paybands and strong partnership with and enablement for the Talent Acquisition team.
Equity Management & Board Governance:
- Contribute to quarterly Board-level equity reporting with 100% accuracy, providing the VP and Board with strategic insights into burn rate, overhang, and competitive grant practices.
- Lead the seamless equity and compensation integration for the upcoming acquisition, ensuring all new hires are leveled correctly within the job architecture and equity grants are issued without error.
Data Integrity & Financial Accuracy
- Achieve and maintain 95%+ compensation data accuracy across Paylocity and Carta platforms by establishing automated audit cadences.
- Collaborate with Finance to ensure 100% alignment between compensation planning tools and actual financial reporting for salaries, bonuses, and equity.
Culture & Leadership
- Contribute to a Total Rewards & People Operations team engagement score of 70+ as part of our shared team goals, acting as a mentor and “number two” to the VP.
What you’ll bring
- 10+ years of experience in compensation and total rewards, with at least 5 years in a leadership role.
- Exceptional analytical rigor and attention to detail, balanced with the judgment to move decisively from data to action and the ability to resist analysis paralysis.
- Deep expertise designing and administering long and short term compensation plans.
- Strong communication skills with the ability to explain complex compensation concepts to diverse stakeholders.
- Experience preparing materials and narratives for Board-level Compensation Committees.
- An AI Forward mindset with experience using or implementing automation tools to improve HR operational efficiency.
- Demonstrated experience in people management, with a focus on high-velocity delegation and professional development.
- A systems-thinking mindset with a focus on building scalable, error-proof processes.
- Experience with ADP, Paylocity, and/or Workday is preferred.
The target base salary range for this position is $173,000- $218,990 and is part of a competitive total rewards package including equity and benefits. 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.
Benefits provided by Spring Health:
Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.
- Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
- Employer sponsored 401(k) match of up to 2% for retirement planning
- A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
- We offer competitive paid time off policies including vacation, sick leave and company holidays.
- At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
- Access to Noom , a weight management program—based in psychology, that’s tailored to your unique needs and goals.
- Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
- Access to Wellhub, which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
- Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
- Up to $1,000 Professional Development Reimbursement a year.
- $200 per year donation matching to support your favorite causes.
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.
Ready to do the most impactful work of your life? Learn more about our values, what it’s like to work here, and how hypergrowth meets impact at Spring Health: Our Values
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.
