Director, Compensation & Equity

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.

• →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.

• 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. 

• 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.

• 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.

• 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. 

• 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.