Total Rewards Manager

Culture Amp invites you to join our mission to make a better world of work. We empower companies of all sizes to transform employee engagement, performance management, and high‑performing teams with people science and a comprehensive employee data platform. Responsibilities Build, manage, and mentor a small Total Rewards team to ensure 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. Qualifications Previous experience leading a Total Rewards & Benefits team with strong leadership skills and 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 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. Key Benefits Employee Share Options Program. Programs, coaching, and budgets to help you thrive personally and professionally. External mental‑wellbeing and coaching support. Monthly Camper Life Allowance—an automatic allowance each month. Team budgets for building activities and connection. Quarterly wellbeing pauses—a company‑wide shutdown day. Extended year‑end breaks. Parental leave and in‑work support from day 1. 5 Social Impact Days a year. MacBooks and a work‑from‑home office budget. Medical insurance coverage (US & UK only). Commitment to Diversity & Inclusion We are firmly committed to creating a better world of work for all. Culture Amp champions diversity, equity, and inclusion with employee resource groups and ally communities. We actively practice anti‑racism and encourage a respectful, bias‑free environment for every employee. Disability Accommodations If you require reasonable accommodations due to a disability for the application or interview process, please contact . All information is confidential and will not affect hiring decisions. #J-18808-Ljbffr