Head of Total Rewards & Benefits

Amplitude•San Francisco, CA

18h•$317,000 - $476,000

About The Position

Amplitude is hiring a senior, hands-on Head of Total Rewards & Benefits to own the company’s compensation programs and global benefits portfolio. Reporting directly to the Chief Human Resources Officer (CHRO), this role partners regularly with the CEO, CFO, General Counsel, and other executives and serves as a trusted advisor to the Compensation Committee of the Board of Directors. The role designs and operates a competitive, financially disciplined, legally sound, and fair total rewards strategy, ensuring employees around the world understand and value the programs. The role owns global compensation strategy and programs, including compensation philosophy, pay structures, salary bands, leveling, job architecture, market benchmarking, and equity programs such as RSUs, stock options, ESPP, and new-hire and retention grants. It advises on offers and retention, leads pay equity analysis and remediation, and ensures regulatory compliance. It also leads annual and midyear compensation cycles, manager enablement, planning tools, budget alignment, global administration, and employee communications. The Head partners with executives and the Compensation Committee on committee materials, executive and director compensation recommendations, peer-group selection, pay-for-performance analysis, equity burn and dilution modeling, compensation budgets, headcount cost forecasts, equity expense, share pool planning, proxy and SEC disclosure inputs, plan documents, and governance requirements. The role leads global benefits strategy, design, vendor management, and delivery across health and wellness, retirement and savings, leave and time off, mental health and family support, and perks. It oversees renewals and open enrollment, vendor performance, administration, data integrity, employee support, financial modeling, funding strategy, contract negotiations, compliance, and retirement plan committee requirements. The position also builds and runs the Total Rewards function, leading and developing the team, managing external partners and advisors, and establishing clear processes, controls, and audit-ready documentation. It translates complex data into recommendations for executive and Board decisions and advises the CHRO on workforce planning, retention, and the employee value proposition.

Requirements

12+ years of progressive Total Rewards experience, including 5+ years leading a team.
Deep expertise in compensation design, equity programs, and executive compensation.
Direct experience preparing materials for and presenting to a Compensation Committee.
Ability to advise executives and Board members, handle confidential matters with discretion, and use data to support recommendations and push back when needed.
Hands-on experience running global benefits programs across the US and international markets, including broker, carrier, and vendor management.
Strong financial and analytical skills, including building cost models, equity burn and dilution analyses, and budget forecasts, and explaining recommendations to a CFO.
Working knowledge of US and international compensation and benefits regulations, public company governance, and SEC disclosure requirements.

Nice To Haves

Experience at a high-growth, publicly traded software or technology company.
Experience connecting sales compensation to business performance, with Sales and Finance partnership in a SaaS go-to-market organization.
Experience scaling Total Rewards after an IPO, including strengthening compensation practices, equity planning, governance, and controls.
Experience supporting international expansion or M&A integration and balancing global consistency with local flexibility.
Proficiency with HRIS and compensation planning tools such as Workday.
Advanced Excel or SQL skills.

Responsibilities

Set and evolve the global compensation philosophy, pay structures, salary bands, leveling, and job architecture using market benchmarking.
Design and administer equity programs, including RSUs, stock options, ESPP, and new-hire and retention grants, in partnership with Finance, Legal, and the equity plan administrator.
Advise on compensation offers and retention situations; own pay equity analysis and remediation; and ensure compliance with compensation regulations.
Own annual and midyear compensation cycles, manager training, compensation planning tools in partnership with People Systems, and budget alignment with Finance.
Partner with People Business Partners on business needs and global administration, and lead employee communications about total rewards programs.
Prepare Compensation Committee materials, analyses, recommendations, and decks, and support the CHRO in presenting them.
Lead executive and director compensation recommendations, peer-group selection, pay-for-performance analysis, and equity burn and dilution modeling.
Partner with Finance on compensation budgets, headcount cost forecasting, equity expense, and share pool planning, and with Legal on proxy and SEC disclosure inputs, plan documents, and governance requirements.
Own the strategy, design, vendor management, and delivery of global health and wellness, retirement and savings, leave and time off, mental health and family support, and perks.
Lead benefits renewals and open enrollment, including broker and carrier selection, financial modeling, funding strategy, and contract negotiation.
Oversee benefits administration, vendor performance, data integrity, employee support, and compliance with ERISA, ACA, COBRA, 401(k), and local statutory requirements.
Use utilization, cost trends, and employee feedback to improve benefits value and control costs; drive retirement plan committee requirements and quarterly meetings.
Lead and develop the Total Rewards team, manage external partners and advisors, and establish processes, controls, and audit-ready documentation.
Translate complex data into clear recommendations for executive and Board decisions and advise the CHRO on workforce planning, retention, and the employee value proposition.

Benefits

Medical, dental, and vision insurance, with 100% employer-paid premiums for employee coverage on select plans.
401(k) retirement plan with an employer match of up to 1% of eligible pay each pay period, up to $2,000 annually.
Flexible time off and paid holidays.
Monthly wellness and commuter transit/parking stipends, quarterly learning and development stipends, and new-hire home office equipment stipends.
12 weeks of paid parental leave.
Carrot fertility benefits and adoption and surrogacy support.
Back-up child care support.
No-cost employee access to Modern Health coaching and therapy sessions.
Employee Stock Purchase Program (ESPP).
Charitable giving grant and paid volunteer time off.
Mentorship programs, management training, and wellness initiatives.