Total Rewards Manager at Culture Amp

Sydney, New South Wales, Australia

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Not SpecifiedCompensation

Mid-level (3 to 4 years), Senior (5 to 8 years)Experience Level

Full TimeJob Type

UnknownVisa

Human Resources, Technology, SaaSIndustries

Requirements

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 skills

Responsibilities

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

Skills

Key technologies and capabilities for this role

Total RewardsCompensation ManagementBenefits AdministrationSalary Range GovernancePromotion CyclesCompensation PlanningCalibrationManager EnablementTeam ManagementGlobal BenefitsPeople AnalyticsStakeholder Partnership

Questions & Answers

Common questions about this position

What does the Total Rewards Manager role entail?

The role involves managing fair, equitable compensation and benefits programs, leading annual compensation and promotion cycles, owning salary range governance, running pay equity analyses, and partnering across People, Finance, Legal, and Talent Acquisition teams.

Is this a leadership position with team management responsibilities?

Yes, you will manage and mentor a small Total Rewards team to ensure effective execution of all programs and support team members based in APAC and the US.

What experience is ideal for this role?

The role is perfect for someone with solid experience across all aspects of Total Rewards who is looking to take on more responsibility and ownership of Reward related activity.

Where are the team members located and is the role remote?

This information is not specified in the job description.

What is the salary or compensation for this position?

This information is not specified in the job description.

Culture Amp

People analytics platform for employee engagement

About Culture Amp

Culture Amp provides a people analytics platform aimed at improving employee engagement, performance, and retention within organizations. The platform includes tools for gathering and analyzing employee feedback, conducting performance reviews, and monitoring goals. By utilizing powerful analytics and action planning features, Culture Amp helps businesses make informed, data-driven decisions to enhance workplace culture and employee experience. Unlike many competitors, Culture Amp focuses specifically on the HR technology sector, which is rapidly expanding as companies prioritize employee engagement. The company operates on a subscription-based model, offering various pricing tiers tailored to the size of the organization and the features needed.

Melbourne, AustraliaHeadquarters

2009Year Founded

$267.4MTotal Funding

SERIES_FCompany Stage

Data & Analytics, ConsultingIndustries

1,001-5,000Employees

Benefits

Employee Share Options Program

Professional Development Budget

Mental Health Support

Monthly Camper Life Allowance

Team budgets dedicated to team building activities and connection

Paid Vacation

Paid Holidays

Extended year-end breaks

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

Home Office Stipend

Medical insurance coverage for you and your family (Available for US & UK only)

Risks

Emerging HR tech startups offering cheaper solutions threaten Culture Amp's market share.

Rapid AI advancements may require Culture Amp to invest heavily to stay competitive.

Data privacy concerns and regulatory changes could impact Culture Amp's operations in key markets.

Differentiation

Culture Amp integrates AI to streamline HR feedback analysis, enhancing efficiency.

The acquisition of Orgnostic boosts Culture Amp's data analytics capabilities significantly.

Culture Amp's People Analytics product offers a unified platform for comprehensive workforce insights.

Upsides

Neera Desai's appointment as GM could strengthen Culture Amp's North American market presence.

Collaboration with Sonder emphasizes employee wellbeing, potentially leading to new wellness features.

AI integration in feedback analysis allows HR teams to focus on strategic initiatives.

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