Total Rewards Senior Manager

About Us:

Grow was born to tackle a critical challenge: making mental health care more effective and accessible for everyone. Since launching in 2020, 15 million sessions have started on Grow, and we've barely scratched the surface. We do it through a three-sided marketplace that empowers providers, augments insurance payors, and serves patients. Every solution we build reveals ten more waiting to be delivered, and that's just what gets us going. We've backed that ambition with more than $328M in funding, including our Series D at a $3B valuation from Sequoia Capital, Transformation Capital, TCV, SignalFire, Menlo Ventures, Goldman Sachs Alternatives, and others.

At Grow, the work you do can literally change someone's life. Your work here doesn't stay on a screen; it impacts whether someone can find, afford, and access quality care. That ambition sets us apart, and offers you an endless runway to impact one of the world's most urgent issues. We don’t have passenger seats here. Everyone is driving something that matters.

This work deserves real commitment. So if you thrive on meeting problems head on, untangling serious complexity, and working at pace with the sharpest yet kindest people around, you've come to the right place.

The Opportunity:

As Total Rewards Senior Manager, you’ll own the strategy, design, and governance of Grow’s compensation, benefits, and wellbeing programs across the U.S. and Canada.

As Grow scales, our rewards programs need to help us attract exceptional talent, recognize meaningful contributions, and support employees through the moments that matter, while staying equitable, financially sustainable, and scalable. You’ll translate business priorities, employee needs, market data, and financial considerations into a cohesive Total Rewards approach that employees understand and leaders can apply with confidence.

This is a senior individual contributor role with no direct reports initially. You’ll lead through expertise and influence, partnering closely with People Systems & Operations, Finance, Legal, Talent Acquisition, People Partners, and Employee Relations. Over time, your scope will expand to include leave strategy and program design, at which point a Leave Specialist will report to you.

What You’ll Be Doing:

• Build Grow’s Total Rewards strategy and roadmap, aligned with our talent needs, business priorities, values, and financial goals, with clear priorities, ownership, and measures of success.

• Own compensation strategy and governance across the U.S. and Canada, including market benchmarking, salary ranges, and pay positioning, and partner with People leaders and Finance on job architecture and leveling.

• Lead compensation review cycles end to end: budgets, guidelines, analysis, calibration support, manager enablement, and outcome evaluation.

• Champion pay equity through rigorous analysis of compensation outcomes, partnering with Legal, Finance, and Talent Intelligence on reviews and remediation where warranted.

• Partner with Finance and Legal on equity program design, grant guidelines, and employee education.

• Own benefits strategy, plan design, annual renewals, and broker and vendor governance, and lead strategy and cross-functional planning for annual enrollment.

• Develop wellbeing program strategy and evaluate how well our programs serve a distributed workforce across locations and life stages.

• Build models and business cases for rewards investments, and partner with Finance on budgets, forecasting, and tracking spend against plan.

• Establish the policies, decision frameworks, and exception governance that support consistent, equitable rewards decisions, including coordination with employer of record (EOR) partners.

• Create clear communications, manager guidance, and decision tools that make Total Rewards easy to understand and apply, and partner with People Systems & Operations so programs are administered reliably at scale.

You’ll Be a Good Fit If:

• You have significant progressive experience in Total Rewards, with deep compensation expertise and meaningful experience across benefits, leave, or wellbeing programs.

• You’ve built or evolved rewards programs in a growing organization, balancing employee experience, market competitiveness, equity, and cost.

• You’ve led compensation cycles, conducted market benchmarking, and developed salary structures, and you know how to turn analysis into actionable recommendations.

• You have experience partnering on equity programs, especially in a startup environment, and can explain their role in a broader rewards offering.

• You bring strong analytical and financial modeling skills, sound data judgment, and comfort handling sensitive employee and compensation information.

• You’ve managed brokers, vendors, renewals, and cross-functional implementations.

• You have a practical understanding of rewards-related compliance and good judgment about when to involve Legal or specialist advisors.

• You can explain complex topics clearly and influence leaders without direct authority.

• You have a systems mindset and exceptional attention to detail, and you’re comfortable moving between strategy and hands-on execution in a lean, collaborative team.

Nice to have:

• Experience designing or overseeing leave programs across U.S. federal, state, and Canadian provincial requirements.

• Interest in using AI and automation to scale and personalize rewards programs without losing empathy or flexibility.

Employment Type: Full Time

In Hub Base Compensation: $161,000–$215,000 USD Annually
This is a hybrid role with the expectation to work onsite from our NYC, San Francisco, or Seattle hub location three days per week (Tuesday, Wednesday, and Thursday) and travel 2–3 times per year (e.g., company and department offsites).

Remote Compensation: $134,000-$179,000 USD Annually
This role can be fully remote in the US. Both hybrid and remote arrangements include travel 2–3 times per year (e.g., company and department offsites).

The base compensation for this role will vary depending on several factors, including relevant experience, qualifications, and the candidate’s working location.

Full Time Employee Benefits:

• Health Benefits: Comprehensive medical, dental, vision, life, and disability coverage.

• Grow for Grow: No cost access to therapy through the Grow platform (available to US employees)

• Financial Wellness: Retirement savings programs and equity opportunities to help you invest in your future.

• Flexible Time Off, Paid Holidays & Winter Break: Flexible time off, company paid holidays (which vary by country), and a full company wide Winter Break to rest and recharge

• Parental Leave: Up to 18 weeks of paid parental leave to support you and your growing family and a new child stipend.

• Mental Health Mornings/Afternoons: Dedicated weekly flexible time for self care, whether that's therapy, exercise, journaling, time with family, or simply taking a break.

• Wellness & Development Stipend: Annual stipend to support your personal wellbeing and professional growth, from fitness and education to books and learning resources.

• Commuter Benefits: Pre tax commuter benefits to support teammates working from one of our hub locations.

• Home Office & Meals: Support for your home workspace plus meal benefits, with offerings tailored to both remote and hub based employees.

• Additional Perks: A variety of wellbeing benefits, including wellness memberships, virtual care, pet insurance discounts (where available), and global travel assistance.

Research shows that some groups hesitate to apply unless they meet every qualification. If you’re excited about this role but don’t check every box, we encourage you to apply. At Grow, we value diverse experiences, transferable skills, and the unique strengths each person brings.

Grow Therapy is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Use of AI Tools: We use certain AI and automated tools to support recruitment. These tools help our team review applications, organize interviews, detect potential application integrity issues, and maintain interview records; they do not make final hiring decisions.

Application Review: Ashby's AI-Assisted Application Review helps review application materials against role-specific criteria and may flag potential fraud or integrity issues for recruiter review. All advancement decisions are made by our human recruiting team after independent review. See Ashby's AI Bias Audit Report.

Interview Recording: We use BrightHire to record interviews, supporting note-taking and consistency across candidates. Learn more. Interviews are confidential; you may ask your interviewer to stop recording anytime, or opt out in advance. Choosing not to be recorded will not, by itself, affect your candidacy.

AI-Assisted Recruiter Screen: For select roles, BrightHire's AI features may help structure initial recruiter screens and organize interview notes. All responses are reviewed by our recruiting team; no hiring decisions are made by AI alone.

State-specific notices: Depending on your location, you may have additional rights. Illinois: If AI analyzes a video interview, we'll provide notice, explain how it works and what it evaluates, and obtain consent beforehand. New York City: Where required, we'll provide at least 10 business days’ notice before using an automated employment decision tool and explain how to request an alternative process. Maryland: We do not use facial recognition to create facial templates during interviews unless required notice and written consent are obtained.

Questions, accommodation requests, requests for an alternative selection process, objections to recording, or concerns about AI use? Contact [email protected]. We’re happy to help or offer an alternative way to participate.