Home » Sr. Manager, Payroll and Total Rewards

Sr. Manager, Payroll and Total Rewards at SafelyYou

Position Sr. Manager, Payroll and Total Rewards
Posted 08 Jul 2026
Expired 07 Aug 2026
Company SafelyYou
Location United States | US
Job Type Full Time

Job Description:

Latest job information from SafelyYou for the position of Sr. Manager, Payroll and Total Rewards. If the Sr. Manager, Payroll and Total Rewards vacancy in United States matches your qualifications, please submit your latest application or CV directly through the updated Jobkos job portal.

Please note that applying for a job may not always be easy, as new candidates must meet certain qualifications and requirements set by the company. We hope the career opportunity at SafelyYou for the position of Sr. Manager, Payroll and Total Rewards below matches your qualifications.

*CANDIDATES MUST BE LOCATED IN THE UNITED STATES**

About SafelyYou 

SafelyYou’s passionate mission is to empower safer, more person-centered care across senior living through world-leading AI, industry-changing hardware, and remote expert clinicians, significantly improving outcomes for residents while increasing peace of mind for families and reducing costs for communities.
Originating in 2015 as the doctoral research of CEO George Netscher—and inspired by his own family's experience with Alzheimer's disease—SafelyYou was spun out of UC Berkeley’s Artificial Intelligence Research Lab, one of the top five AI research groups in the world. And today, our company is solving critical challenges in senior living, from resident falls and ER visits to staffing concerns, length of stay, and NOI. All helping ensure that communities can focus on improved care for residents while still reaching their financial goals.
SafelyYou is one of five most innovative fall technologies referenced in the Senate Falls Report (2019), a winner of the McKnight’s Tech Partner of the Year, and has been named to Fortune’s Impact 20 list, which recognizes companies making people’s lives better through innovation.

Your Role at SafelyYou
As Sr. Manager, Payroll and Total Rewards at SafelyYou, you will own both payroll operations and total rewards for a growing multi-state and multi-country workforce. This is a true generalist role for someone who is strong across the whole picture: base pay, bonus, benefits, perks, 401(k), and the payroll and systems engine that makes all of it run.

On the payroll side, you will manage end-to-end operations and scale our systems and processes to support a growing, distributed workforce in the US and Canada. On the total rewards side, you will oversee our comprehensive benefits programs, manage key vendor relationships, and operationalize our compensation and bonus structures to ensure we remain competitive and support employee wellbeing.

You will report directly to the VP of People and partner closely with Finance and Legal. You will operationalize our total rewards strategy. You will not be asked to set the philosophy, but you will own how it is administered, communicated, and delivered. This is a fully remote, individual contributor role with a high-visibility mandate. You are expected to work with minimal guidance and proactively identify opportunities for improvement.

The estimated salary range for this role will be $129,000 to $167,500 plus an annual bonus, stock options and benefits.
Key Responsibilities:

Payroll Operations

  • Lead the end-to-end migration from our current HRIS to the new payroll platform, including data mapping, parallel validation, cutover, and decommission
  • Serve as the internal project owner for the migration, managing the vendor implementation team, setting timelines, and keeping Finance and People informed, and deliver a clean payroll runbook before go-live
  • Partner with People leadership to communicate total rewards changes across the business, including contributing to employee and manager-facing messaging and building supporting training materials.
  • Own US and Canada payroll operations across all active states, provinces, including multi-state tax account setup, registrations, mispayment and penalty resolution, and ongoing compliance
  • Own the HRIS as the single source of truth, build and maintain integrations across payroll, HRIS, and Finance systems, and manage all related vendor relationships
  • Support Finance in annual audits and diligence across payroll, benefits, and people compliance

Total Rewards

  • Develop and administer the US benefits program across medical, dental, vision, and ancillary plans, including plan design, administration, and employee support, to attract, retain, and support employee wellbeing
  • Manage the benefits broker as a strategic partner, and lead the annual renewal and open enrollment
  • Own 401(k) administration and compliance, including nondiscrimination testing, advisor and recordkeeper management, and safe harbor analysis
  • Operationalize the compensation structure: maintain pay bands and ranges, administer the bonus program, and process and model new hire, promotion, and merit changes in partnership with the VP of People and Finance
  • Manage perks and stipend programs, and support the annual budget process with accurate total rewards inputs
  • Support pay transparency execution, including published ranges and required disclosures across US and Canadian jurisdictions
  • Communicate total rewards clearly to employees and candidates, helping them understand the full value of base pay, bonus, benefits, equity, and perks, and use broker and market survey data to keep the program competitive and cost-aware

The Ideal Candidate: 

Required

  • 4 to 8 years of combined payroll and total rewards or benefits experience in a multi-state environment, preferably at a SaaS company in a startup environment
  • A genuine generalist across both areas: equally comfortable running payroll and tax compliance and administering benefits, 401(k), and compensation programs
  • Hands-on experience with payroll platforms such as Gusto, Rippling, and/or Paylocity, ideally having owned or co-owned a migration between platforms
  • Demonstrated ability to set up and manage multi-state tax accounts and navigate state payroll compliance
  • Hands-on benefits administration experience, including managing a broker and leading annual renewals and open enrollment
  • Working knowledge of 401(k) administration and compliance
  • Familiarity with compensation structures, including pay bands, ranges, and bonus administration
  • Strong project management instincts, with the ability to own a complex implementation without being managed
  • Experience working closely with Finance on headcount, total rewards inputs, and audit support
  • Comfortable with ambiguity and building process where little exists
  • Prioritize quality over speed. When it is done, it is really done.
  • Strong verbal and written communication skills with experience in cross-functional team collaboration
  • Proactive about anticipating and addressing issues before they arise

Preferred

  • Exposure to Canadian payroll operations or international payroll platforms
  • Experience transitioning employees from an EOR (Borderless, Deel, Remote) to a direct entity payroll
  • Experience with pay transparency compliance across multiple US states or in Canada
  • Exposure to equity administration and total rewards benchmarking tools and market surveys
  • Familiarity with 401(k) safe harbor analysis and plan design
  • Experience supporting a company through Series C/D scaling
  • Experience with remote work and distributed teams

Your First 180 Days

Days 1 to 30: Land and Learn

Focus: Onboard, build relationships, and understand the current payroll landscape. No ownership demands this month.

  • Complete onboarding, systems access, and read-only access to Gusto and the HRIS
  • Hold 1:1s with the VP of People, Finance lead, Legal partner, and the People team
  • Learn how payroll runs today: pay calendars, the multi-state footprint, and the Canadian population on Borderless
  • Shadow a full payroll run cycle end to end, start to finish
  • Capture early observations and open questions, without pressure to solve anything yet

Milestone: A short current-state observations note and a list of who owns what today.

Days 31 to 60: Map the Current State

Focus: Document what exists today and surface the risks and gaps.

  • Map every active state tax account and its filing status, including any open penalties or late filings
  • Document the Canadian and Borderless population and the current EOR arrangement
  • Document benefits and 401(k) administration, plus all integrations and data flows into Finance
  • Identify pain points, compliance gaps, and manual processes that the migration should resolve
  • Begin scoping the stakeholder needs assessment: who to interview and what to ask

Milestone: A current-state assessment document with a prioritized list of risks and gaps.

Days 61 to 90: Needs Assessment and Requirements

Focus: Finish the stakeholder needs assessment, define requirements, and scan the vendor landscape.

  • Run structured needs-assessment interviews with Finance, People, Legal, and managers who touch payroll or HRIS
  • Consolidate requirements into a matrix: payroll, multi-state tax, Canadian payroll, benefits, 401(k), HRIS integrations, reporting, and scalability
  • Separate must-haves from nice-to-haves and confirm priorities with the VP of People and Finance
  • Research the vendor landscape, including Rippling and Paylocity, and build a shortlist of three to four
  • Define the evaluation scorecard and weighting before any vendor conversations begin

Milestone: A signed-off requirements matrix, a vendor shortlist, and an agreed scoring rubric.

Days 91 to 120: Vendor Evaluation

Focus: Meet vendors, run demos against real use cases, and score them.

  • Schedule and run vendor demos against scripted scenarios tied directly to the requirements matrix
  • Pressure-test Canadian payroll capability and EOR-to-entity transition support specifically
  • Review pricing, implementation timelines, support models, and complete reference checks
  • Score each vendor with stakeholders using the agreed rubric
  • Draft a recommendation with rationale and tradeoffs

Milestone: A vendor evaluation summary and a draft recommendation to the VP of People and Finance.

Days 121 to 150: Selection and Migration Plan

Focus: Select the vendor and design the migration project plan backward from go-live.

  • Finalize vendor selection and contract terms with Legal and Finance
  • Build the end-to-end migration plan: data mapping scope, parallel run schedule, cutover criteria, and decommission, all working back from the April 30, 2027 go-live
  • Set project governance: RACI, meeting cadence, and a risk register
  • Sequence the Canadian entity standup and Borderless transition within the overall plan

Milestone: An approved vendor selection and an approved migration project plan with a confirmed April 30, 2027 cutover date.

Days 151 to 180: Mobilize the Build

Focus: Kick off implementation and lay the foundation for a clean go-live.

  • Kick off implementation with the selected vendor's team and stand up the project tracker
  • Begin data mapping and configuration against the documented requirements
  • Lock the parallel-run calendar and the go-live runway needed to hit April 30, 2027
  • Start clearing the multi-state tax backlog so the new platform inherits a clean, compliant state

Milestone: Implementation kicked off, data mapping underway, and a validated path to the April 30, 2027 go-live.

What Comes After Day 180

Months seven through ten carry the build: configuration, integration, parallel payroll validation, and reconciliation against the legacy system. The final stretch before April 30, 2027 is the cutover runway, ending in a go or no-go decision, the cutover itself, and decommission of the old platform. The 180-day plan exists to make that back half low-drama by front-loading the diagnosis, the requirements, and the right vendor choice.

Why Join Us? You Can Make a Difference!

SafelyYou offers a competitive compensation package, including but not limited to:

  • A mission-driven company culture
  • Fully remote
  • Competitive salary & benefits, including fully paid employee premiums for Medical, Dental, and Vision
  • 401k Program
  • Monthly Education, Well-being & WFH stipends
  • Non-accrual PTO
  • Growth Potential
  • Company Retreats
  • Medical & Family/Parental Leave

At SafelyYou, we believe that a diverse, equitable, and inclusive workplace makes us a more relevant, competitive, and resilient company. We are committed to creating a diverse and inclusive workforce that celebrates diversity. We do not discriminate based on race, color, ancestry, religion, national origin, sexual orientation, age, citizenship, marital or family status, disability, gender identity or expression, veteran status, or any other legally protected status.
We value all the perspectives our team members bring to the table, and that is why we don’t look for culture fit, but culture add. We want to hear from YOU! We encourage you to apply even if you do not fit 100% of the technical requirements.

Job Info:

  • Company: SafelyYou
  • Position: Sr. Manager, Payroll and Total Rewards
  • Work Location: United States
  • Country: US

How to Submit an Application:

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