Total Rewards Manager New Sydney

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, companies such as 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. 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. This role would be perfect for someone who has solid experience across all aspects of Total Rewards and is looking to take on more responsibility and ownership of reward‑related activity. You will Manage and mentor a small Total Rewards team to ensure the effective execution of all programs. Support 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 process and stay ahead of external shifts in pay expectations, pay transparency, and compliance. Partner with the People Operations team to build strong connections between Reward and People Ops, streamlining processes and improving the way we deliver for our people. You have Previous experience as a strong Total Rewards & Benefits professional with a desire to take on more ownership and step into a leadership role. Experience in compensation/total rewards across salary, variable pay, and band architecture in scaling environments. Hands‑on experience managing reward activity across multiple geographies, aligning policies and processes while meeting local compliance requirements. Strong 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. Benefits 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. Team budgets dedicated to team building activities and connection. Intentional quarterly wellbeing pauses: A quarterly company‑wide shutdown day in each region 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. Equal Employment Opportunity Statement Culture Amp is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, colour, religion, creed, age, national origin or ancestry, ethnicity, sex, sexual orientation, gender identity or expression, disability, military or veteran status, or any other category protected by federal, state, or local law. #J-18808-Ljbffr