Talent Programs Lead

Job Overview

Grove Collaborative is a sustainability-focused consumer products company creating household and personal care essentials that are effective, beautifully designed, and healthier for people and the planet.

We are a certified B Corp, plastic-neutral, and on a mission to transform the CPG industry for good. Most companies can't tell you why one person is a Senior and another isn't, or what either one should be paid.

Job Description

We're hiring the person who makes Grove able to answer that - and then builds the programs that make the answer real. The Pitch Grove is rebuilding its leveling guidelines from the ground up.

Not adjusting bands - defining what a level actually means, across every function, in a company that looks nothing like it did two years ago.

You'll help shape that framework alongside the Director of PX and People Ops leadership, and you'll own getting it out into the company and making it stick. We want comp analysis that arrives with the data already attached.

Benchmark the role, build the band, model the offer, show your work. Leaders should be able to act on your recommendation without relitigating it. We want onboarding and talent management that actually connect.

A new hire should know what their level means in week one, and their manager should know what growth into the next one looks like. On recruiting: talent acquisition is a small part of this role.

You'll run a search when a req opens, and your hiring judgment matters - but reqs are episodic here, and the programs are the job. If you're looking for a full-cycle recruiting seat, this isn't it.

Key Responsibilities

• We're hiring the person who makes Grove able to answer that - and then builds the programs that make the answer real.
• The Pitch Grove is rebuilding its leveling guidelines from the ground up.
• You'll help shape that framework alongside the Director of PX and People Ops leadership, and you'll own getting it out into the company and making it stick.
• Benchmark the role, build the band, model the offer, show your work.
• Leaders should be able to act on your recommendation without relitigating it.
• We want onboarding and talent management that actually connect.
• A new hire should know what their level means in week one, and their manager should know what growth into the next one looks like.
• If you've spent your career being the person who builds the thing that was missing, this is the seat.

Required Skills and Qualifications

• What You'd Actually Do Run Grove's compensation analysis (in partnership with Director of People Experience) - benchmark roles against market survey data, build and maintain bands, model offers and internal equity, and bring leaders a recommendation they can act on.
• With guidance from the Director of People Experience, you’ll run market benchmarking, band construction and maintenance, offer and internal-equity modeling, and clear recommendations to leaders.
• A core contributor to Grove's P-track and T-track leveling framework - scope, impact, autonomy, influence, knowledge, leadership - and the owner of how it lands.
• Design and own the new-hire experience from offer accept through the first ninety days.
• The Director of People Experience will own the Talent Management strategy but you’ll own the operating cadence of performance and development - review cycles, calibration sessions, career pathing, and manager enablement.
• Leveling and job architecture experience.
• Experience at a company transforming fast.
• Our People Experience team and most of our corporate leadership operate on West Coast hours, and this role needs real-time overlap.

Benefits and Perks

• What You'd Actually Do Run Grove's compensation analysis (in partnership with Director of People Experience) - benchmark roles against market survey data, build and maintain bands, model offers and internal equity, and bring leaders a recommendation they can act on.
• With guidance from the Director of People Experience, you’ll run market benchmarking, band construction and maintenance, offer and internal-equity modeling, and clear recommendations to leaders.
• You've worked with market survey data (Radford or equivalent), built or maintained bands, and modeled offers with internal equity in view.
• Comfort with tools like Claude or ChatGPT is expected here, not a bonus.
• Bonus Points For Hands-on experience with Radford / Aon compensation data Public company experience, where training and compliance records get looked at closely Experience supporting both corporate and fulfillment or operational populations across multiple states Experience running performance and calibration cycles in an HRIS or talent platform Background in consumer, CPG, e-commerce, or mission-driven organizations Experience building a People function with AI leverage rather than added headcount Twelve Months From Now… Grove's leveling framework is live, published, and used.
• Competitive benefits - medical, vision, dental Equity - shared success is core to our mission Flexible Paid Time Off - we care most about results Free VIP membership and 50% employee discount Working for a company that believes that a small group of people can change the world for the better by creating products and funding initiatives that help the planet!

Work Location and Schedule

This role is listed as Remote USA with location information shown as Remote USA. The employment type is Full Time.

About the Company

Grove Collaborative is the organization connected with this listing. USA Jobs Today displays this opportunity for job discovery only, so applicants should verify company details, application instructions, and eligibility on the official employer website.