Lead Product Manager, Member Growth, Benefits

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.

Reporting to the Senior Director, Product, Member Growth the Lead Product Manager, Member Growth, Benefits will revolutionize how users navigate their mental health benefits. 

Please note that this is a hybrid role based in New York City, with an expectation to be in the office 2–3 days per week at our 60 Madison Avenue location. Candidates must be based in the NYC metro area or able to relocate independently within 90 days of their start date. Occasional travel will be required for team on-sites. 

• →Own the product vision, strategy and roadmap for the member experience of benefits, focusing on how members understand and access care.
• →Drive a member-centric information architecture for users to ensure clarity, consistency, and maintainability.
• →Partner deeply with Engineering and Data to translate complex eligibility and coverage constraints into a coherent UX.
• →Lead cross-functional delivery with Design, Engineering, and Clinical Ops from discovery through iteration.
• →Build and run the rollout playbook with CSMs, including enablement materials and customer-facing messaging.
• →Define success metrics and instrumentation to iterate based on data and qualitative research.
• →Create alignment across stakeholders and make tradeoff decisions anchored on member outcomes.

• Measurable impact to increase in billable appointments for members
• Support Volume Reduction: Achieve a reduction in benefits-related support tickets by improving UI clarity and self-service paths.
• Self-Service Adoption: Increase the percentage of members successfully verifying eligibility via the app without requiring support intervention.
• Roadmap Execution: Deliver P0 and P1 benefits-related features on the roadmap within established development timelines.
• Member Sentiment: Maintain high "Ease of Use" ratings in post-interaction member surveys specifically for the benefits discovery experience.
• Stakeholder Alignment: Establish a regular roadmap review process that results in high stakeholder agreement on priority tradeoffs.
  

• 7+ years of Product Management experience with ownership of a core user-facing experience area.
• Demonstrated experience simplifying complex systems into clear user experiences.
• Proven track record of driving launch readiness and adoption with go-to-market partners.
• Experience working with healthcare infrastructure or within an early-stage startup environment.
• Excellent communication skills and the ability to influence stakeholders through data-driven tradeoff decisions.

The target base salary range for this position is $182,000 - $242,880, 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.