Our companies are made up of insanely talented people driven to change the world — and many of them are hiring. If you have drive, expertise, and a taste for adventure, we wholeheartedly encourage your interest.
Accounting & Finance
United States · Remote
*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.