Total Rewards Senior Manager

Grow Therapy•New York, NY

1d•Hybrid

About The Position

Grow is hiring a Total Rewards Senior Manager to own the strategy, design, and governance of compensation, benefits, and wellbeing programs across the U.S. and Canada. The role will develop rewards programs that attract and retain talent, recognize contributions, and support employees while remaining equitable, financially sustainable, and scalable. It will translate business priorities, employee needs, market data, and financial considerations into a cohesive Total Rewards approach that employees understand and leaders can use confidently. This is a senior individual contributor role with no direct reports initially. The person will lead through expertise and influence, partnering with People Systems & Operations, Finance, Legal, Talent Acquisition, People Partners, and Employee Relations. Over time, the role will expand to include leave strategy and program design, with a Leave Specialist reporting to the position at that point. The role is available as a hybrid position based onsite three days per week at Grow’s NYC, San Francisco, or Seattle hub, or as a fully remote position in the U.S. Both arrangements include travel two to three times per year. Compensation varies based on experience, qualifications, and work location. Hybrid base compensation is $161,000–$215,000 USD annually; remote base compensation is $134,000–$179,000 USD annually.

Requirements

Significant progressive experience in Total Rewards, with deep compensation expertise and meaningful experience across benefits, leave, or wellbeing programs.
Experience building or evolving rewards programs in a growing organization while balancing employee experience, market competitiveness, equity, and cost.
Experience leading compensation cycles, conducting market benchmarking, and developing salary structures, and ability to turn analysis into actionable recommendations.
Experience partnering on equity programs, especially in a startup environment, and ability to explain their role in a broader rewards offering.
Strong analytical and financial modeling skills, sound data judgment, and comfort handling sensitive employee and compensation information.
Experience managing brokers, vendors, renewals, and cross-functional implementations.
Practical understanding of rewards-related compliance and good judgment about when to involve Legal or specialist advisors.
Ability to explain complex topics clearly and influence leaders without direct authority.
A systems mindset, exceptional attention to detail, and comfort moving between strategy and hands-on execution in a lean, collaborative team.

Nice To Haves

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.

Responsibilities

Build Grow’s Total Rewards strategy and roadmap, aligned with talent needs, business priorities, values, and financial goals, with clear priorities, ownership, and success measures.
Own compensation strategy and governance across the U.S. and Canada, including market benchmarking, salary ranges, and pay positioning; partner with People leaders and Finance on job architecture and leveling.
Lead compensation review cycles end to end, including budgets, guidelines, analysis, calibration support, manager enablement, and evaluation of outcomes.
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; lead strategy and cross-functional planning for annual enrollment.
Develop wellbeing program strategy and evaluate how well programs serve a distributed workforce across locations and life stages.
Build models and business cases for rewards investments; partner with Finance on budgets, forecasting, and tracking spend against plan.
Establish policies, decision frameworks, and exception governance for consistent, equitable rewards decisions, including coordination with employer of record (EOR) partners.
Create clear communications, manager guidance, and decision tools that make Total Rewards understandable and easy to apply; partner with People Systems & Operations to support reliable administration at scale.
Over time, expand scope to include leave strategy and program design.

Benefits

Comprehensive medical, dental, vision, life, and disability coverage.
No-cost access to therapy through the Grow platform for U.S. employees.
Retirement savings programs and equity opportunities.
Flexible time off, company-paid holidays that vary by country, and a company-wide Winter Break.
Up to 18 weeks of paid parental leave and a new child stipend.
Dedicated weekly flexible time for self-care through Mental Health Mornings/Afternoons.
Annual wellness and development stipend for personal wellbeing and professional growth.
Pre-tax commuter benefits for teammates working from a hub location.
Home workspace support and meal benefits tailored to remote and hub-based employees.
Additional wellbeing benefits, including wellness memberships, virtual care, pet insurance discounts where available, and global travel assistance.