My experience as well is that most managers are not calculating/forward looking enough to do that (start looking for a replacement). Most are plugging holes in the boat as they go along. If they want someone to stay, they just avoided a headache of replacing them and are not giving it that much thought.

Also, at any decent size company. Firing someone outside of large scale layoffs is also a huge process. They won't just out of the blue fire you without a series of programmatic steps.

I would suggest asking for a meeting to discuss your career path and growth at the company. In the meeting you should state that you feel that you're offering a lot of value to the team, with examples and are happy with your role and the company but want to make sure that your career and compensation continues to advance. They should be able to give a definitive timeline for pay evaluations or promotion decisions. If they're not willing to do that, then you're probably not going to have much luck.

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If you want to outright ask for more money immediately, you are putting yourself out there a bit and might want to be prepared to look elsewhere. If you just take the advancement approach, it's a more subtle way to state you're not satisfied with current pay.