Unsolicited advice: have a real talk conversation with your manager explaining that while his HR help may not make it easy to see this across the team, your total comp is about to take a nose dive and for opportunity cost reasons you may have to start accepting recruiter conversations. Many of the companies I've worked for as a manager, including reputable tech companies, make it incredibly difficult to work out when people in your team are hitting these cliffs.

Of course this is predicated on you wanting to work there and them wanting to retain you. For the latter half of that equation this may be the exact litmus test you need to give you the signal on where you stand. Many of the places I've worked will refresh stock grants for at least the top 10% of their employee pool, even if that's not an explicitly stated policy.