Senior Program Manager, Lyra Health
HR Communications
$134-184k
+ Equity in the company through discretionary restricted stock units
Mental health employee benefits
Open for applications
Mental health employee benefits
1001+ employees
Open for applications
$134-184k
+ Equity in the company through discretionary restricted stock units
1001+ employees
Company mission
To transform access to life-changing mental health care.
Role
Who you are
- 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
What the job involves
- 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
- 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
- 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
Our take
In the US, millions of people suffer from mental illness each year. This is not only a detriment to individuals, but to businesses as well - with research suggesting that depression and anxiety disorders lead to $1 trillion in lost productivity worldwide each year.
Lyra Health is out to tackle these issues head-on, by delivering mental health care for employees. The company offers video counselling sessions and one-to-one messaging to help users with a variety of conditions including anxiety, depression and substance use disorder.
The company is a key player in the sector alongside peers like Calm, Genoa and Talkspace. Impressively, it boasts a 90% satisfaction rate across its more than 2 million members, demonstrating the impact its products can have.
In 2025, Lyra Health launched a ‘clinical-grade’ chatbot to its offering. This has been met with mixed feelings due to evidence that AI can act unpredictably in response to mental health concerns. It will take time to see whether this feature will enhance or diminish the user experience.
Freddie
Company Specialist at Welcome to the Jungle
Insights
40% employee growth in 12 months
Company
Funding (last 2 of 8 rounds)
Jan 2022
$35m
SERIES F
May 2021
$200m
SERIES F
Total funding: $690.1m
Company benefits
- Full access to Lyra’s mental health services for employees and their eligible dependents—at no charge
- Medical, dental, and vision benefits, and free monthly membership to One Medical
- 401k and equity options
- Four weeks of vacation and paid holidays
- Monthly tech stipend
Company HQ
Downtown, Burlingame, CA
Leadership
David Ebersman
(Co-Founder & Board Chair)Former CEO of the company. Was an Equity Research Analyst at Oppenheimer & Co. Also served as the CFO at Facebook, and worked at Genentech for 15 years, leaving as Chief Financial Officer & Executive VP.
Jennifer Schulz
(CEO)Former CEO of Experian North America, Head of Global Online and Digital Products at Visa, and CEO at Verifi.
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