Total Rewards Manager (12 month FTC)

Culture Amp is the world’s leading employee experience platform, revolutionizing how 25 million employees across more than 6,000 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.

For more information visit cultureamp.com.

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, deliver variable & equity compensation programmes, 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. This role is a 12 month fixed term contract.

As part of this team of amazing humans,

• Manage and mentor a small Total Rewards team to ensure the effective execution of all programs. 
• Support team members based in APAC, the US and EMEA with a focus on both global 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.
• Manage the employee equity lifecycle, including ESOP grants, platform administration, data integrity, leaver and transfer processes, governance and employee guidance; support variable-pay design and rollout.
• 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.

• 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, equity 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.
• Experience working across multiple countries or jurisdictions is advantageous; direct US experience is helpful but not essential.

• 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

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 accommodations@cultureamp.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 privacy@cultureamp.com.