The posting, in Grow Therapy's own words
archived Oct 29, 2026About 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.
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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.