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Grove Collaborative, a sustainability-focused B Corp consumer products company, is hiring a Talent Programs Lead to build and own the people infrastructure that scales with the organization. This is a high-autonomy individual contributor role (no direct reports) with unusual scope and direct influence on company-wide talent decisions.
You'll own compensation analysis as the primary focus: run market benchmarking against survey data, build and maintain compensation bands, model offers with internal equity analysis, and deliver recommendations to leadership with full supporting analysis. You'll partner with the Director of People Experience to ensure compensation decisions are grounded in data and defensible.
You'll be a core architect of Grove's job leveling framework, defining what each level actually means across functions (scope, impact, autonomy, influence, knowledge, leadership). You'll own the rollout: training managers, calibrating real roles, handling edge cases, and maintaining the framework as the company evolves.
Onboarding is yours end-to-end—designing and executing a structured first ninety days so new hires understand their level, expectations, and growth path from day one, regardless of team.
You'll administer talent management programs: performance cycles, calibration sessions, career pathing, and development planning. The leveling framework becomes the spine of these conversations instead of a document nobody opens.
Talent acquisition is episodic but high-bar: when reqs open, you partner with hiring managers to clarify what the role needs, run the search, and hold the standard. This is a small share of your time but non-negotiable in quality.
You'll use AI as a working tool—comp analysis, JD drafting, onboarding content, program reporting—to operate at this scope as a one-person function.
The honest trade: you get unusual autonomy, direct access to decisions that normally sit two levels up, and the chance to build programs from scratch. You don't get a team to hand work to, and the surface area is large. This role suits someone who thrives building the missing thing, not someone who needs process to already exist.
