Total Rewards Senior Manager

The posting, as Grow Therapy wrote it

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 remediatio

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ns, 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 https://trust.ashbyhq.com/item/ai-bias-audit-report.

Interview Recording: We use BrightHire to record interviews, supporting note-taking and consistency across candidates. Learn more https://help.brighthire.ai/en/articles/4484370-brighthire-for-candidates-faq. Interviews are confidential; you may ask your interviewer to stop recording anytime, or opt out in advance https://app.brighthire.ai/candidate-opt-out/kcrUeiitS5Khw5AcWW_jLg. 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 talentops@growtherapy.com. We’re happy to help or offer an alternative way to participate.