Director, Compensation & Equity

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 MA, 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 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 a ... (truncated, view full listing at source)