Total Rewards Manager

Join us on our mission to make a better world of work. 

Culture Amp is the world's leading employee experience platform, revolutionizing how 25 million employees across more than 6,500 companies create a better world of work. Culture Amp empowers companies of all sizes and industries to transform employee engagement, drive performance management, and develop high-performing teams. Powered by people science and the most comprehensive employee dataset in the world, the most innovative companies including Canva, On, Asana, Dolby, McDonalds and Nasdaq depend on Culture Amp every day.

Culture Amp is backed by leading venture capital funds and has offices in the US, UK, Germany and Australia. Culture Amp has been recognized as one of the world's top private cloud companies by Forbes and most innovative companies by Fast Company.

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How you can help make a better world of work

As a Total Rewards Manager, you'll manage fair, equitable, and market-aligned compensation & benefits programs that enable great decisions and a great employee experience. You'll partner across People, Finance, Legal, and Talent Acquisition to run company-wide compensation and promotion cycles, maintain and evolve salary ranges and governance, support global benefit programs and scale manager enablement so leaders can make confident, consistent decisions.

As part of this team of amazing humans,

You will 

• Build, manage and mentor a small Total Rewards team to ensure the effective execution of all programs. 
• Lead team members based in APAC and the US with a focus on both Total Rewards and Benefits.
• Lead the annual compensation and promotion cycle end-to-end (planning, enablement, calibration support, reporting), ensuring consistency and equity across regions.
• Own salary range governance and market benchmarking updates, partnering with TA and People Partners to keep offers and in-range moves aligned to our philosophy and budget.
• Run pay equity and cohort analyses; identify risks/outliers and drive pragmatic remediation recommendations leaders can act on.. 
• Strengthen rewards governance, policy, and compliance (e.g., bonus eligibility rules, exception processes), with clear, timely communications for leaders and employees.
• Build and deliver manager enablement (guides, FAQs, training) on compensation fundamentals (bands, compa‑ratio, pay mix, equity basics) to raise decision quality at scale.
• Partner with Finance to set cycle guardrails and track spend; bring tight controls and auditability to all rewards processes.
• Monitor market and regulatory trends to evolve our total rewards strategy and stay ahead of external shifts in pay expectations, pay transparency, and compliance. 
• Partner with the Director of People Operations to build strong connections between Reward and People Ops, streamlining processes and improving the way we deliver for our people.

You have 

• Previous experience leading a Total Rewards & Benefits team with strong leadership skills. You are able to set clear goals, provide guidance and support to team members, and foster a collaborative work environment.
• Deep experience in compensation/total rewards across salary, variable pay, and band architecture in scaling environments.
• Experience with global benefits and pension programs ideally across Australia/New Zealand, USA, UK, Germany, and Serbia.  
• Advanced analytical skills (e.g., compa‑ratio, pay mix, outlier detection, simple cohort modeling) and high standards for data quality.
• Proven ownership of annual comp/promo cycles, range updates, and exception processes with clear stakeholder communication.
• Policy and governance skills—able to write pragmatic policies and implement controls that balance speed and rigor.
• Strong cross-functional partnership with People Partners, Talent Acquisition, Finance, and Legal; credible with senior leaders.
• Excellent written and verbal communication—able to simplify complex topics for non-experts and enable decisions.
• Exposure to US compensation practices would be beneficial  

You are

• Values-led, data-driven, and systems-minded, with strong judgment and a bias to action.
• Inclusive and equity-focused; you design for fairness and transparency.
• Adaptive and continuously improving - using feedback and insights to raise the bar each cycle.

We believe that our employees are the heartbeat of our success. We're committed to fostering a work environment that truly cares for and develops its people, and creates lasting positive impact. In addition to providing a competitive compensation package, some of the key benefits we offer are: 

• Employee Share Options Program: We empower you to be an owner in Culture Amp and share in our success
• Programs, coaching, and budgets to help you thrive personally and professionally
• Access to external providers for mental wellbeing and coaching support to sustain the wellbeing, safety and development of our people
• Monthly Camper Life Allowance: An automatic allowance paid out each month with your pay - you can spend it however you like to help improve your experience and life outside work
• Team budgets dedicated to team building activities and connection
• Intentional quarterly wellbeing pauses: A quarterly company-wide shutdown day in each region to to collectively pause, reset and focus on restoration and rest, without having to tap into individual vacation time
• Extended year-end breaks: An extended refresh period at the end of year
• Excellent parental leave and in work support program available from day 1 of joining Culture Amp
• 5 Social Impact Days a year to make a positive impact on the community outside of work
• MacBooks for you to do your best & a work from home office budget to spend on setting up your home office
• Medical insurance coverage for you and your family (Available for US & UK only) 

Additionally, we don't just focus on our internal community; we believe in creating a better world of work for all. We're committed to diversity, equity, and inclusion, with Employee Resource Groups and ally communities in place. 

We have a strong commitment to Anti-Racism, and endeavor to lead by example. Every step we make as a business towards anti-racism is another step we can take to support our customers in making a better world (of work). You can see our current commitments to Anti-Racism here.

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Research shows that candidates from underrepresented backgrounds often don't apply for roles if they don't meet all the criteria – unlike majority candidates meeting significantly fewer requirements.

We strongly encourage you to apply if you're interested: we'd love to know how you can amplify our team with your unique experience

If you decide to apply, as part of your application, we will ask you to complete voluntary diversity questions (excluding roles in Germany). These questions are completely optional, but your participation truly helps. By sharing this anonymous information, you support our efforts to build a more inclusive and equitable hiring process—and help us hold ourselves accountable to that commitment. Your responses are entirely confidential and will not impact hiring decisions.

If you require reasonable accommodations or adjustments due to a disability to complete the online application or to participate in the interview process, please contact .com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly. Culture Amp will retain your CV & personal information for a period of two years (four years for the US) from the date of your application process completion. Culture Amp may contact you in relation to future job opportunities during this time period. For further information please see our privacy policy here or contact