Head of Total Rewards & Benefits

Amplitude is the leading AI analytics platform, helping over 5,200 customers—including Atlassian, Burger King, NBCUniversal, and Square—build better products and digital experiences. With powerful AI Agents embedded across our platform, teams can analyze, test, and optimize user experiences faster than ever. Ranked #1 across multiple categories in G2’s Winter 2026 Report, Amplitude is the best-in-class solution for product, data, and marketing teams. Learn more at amplitude.com http://amplitude.com. As an organization, we deliver for our customers by living our values. We operate from a place of humility, take ownership of problems and successes, approach challenges with a growth mindset, and put our customers at the center of everything we do. Amplitude is hiring a Head of Total Rewards & Benefits, reporting directly to the Chief Human Resources Officer (CHRO), to own our compensation programs and global benefits portfolio. Amplitude is a leading digital analytics platform that helps companies understand how customers use their products and act on those insights, and our People team attracts, rewards, and retains the talent that builds it. This is a senior, hands-on leadership role with regular partnership with the CEO, CFO, General Counsel, and other executives, serving as a trusted advisor to the Compensation Committee of the Board of Directors. You’ll design and run a total rewards strategy that is competitive, financially disciplined, legally sound, and fair, while ensuring employees around the world understand and value our programs. As a Head of Total Rewards & Benefits, you will: - Own global compensation strategy and programs: Set and evolve our compensation philosophy, pay structures, salary bands, leveling, and job architecture, using market benchmarking to keep programs current across geographies. Design and administer equity programs, including RSUs, stock options, ESPP, and new-hire and retention grants, in partnership with Finance, Legal, and our equity plan administrator. Advise on offers and retention situations, own pay equity analysis and remediation, and ensure compliance with applicable compensation regulations. - Lead compensation planning and employee enablement: Own annual and midyear compensation cycles, including manager training, compensation planning tools in partnership with People Systems, and budget alignment with Finance. Partner closely with People Business Partners to support business needs and effective global administration, and drive employee communications that build transparency and understanding of our total rewards programs. - Partner with executives and the Compensation Committee: Serve as the primary People team contact for Committee materials, preparing analyses, recommendations, and decks and supporting 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. - Lead global benefits end to end: Own the strategy, design, vendor management, and delivery of health and wellness, retirement and savings, leave and time off, mental health and family support, and perks. Lead renewals and open enrollment, including broker and carrier selection, financial modeling, funding strategy, and contract negotiation. Oversee 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 value and control costs, and drive retirement plan committee requirements and quarterly meetings. - Build and run the Total Rewards function: Lead and develop the team, manage external partners and advisors, and establish clear processes, controls, and audit-ready documentation across compensation and benefits. Translate complex data into clear recommendations for executive and Board decisions, and serve as a thought partner to the CHRO on workforce planning, retention, and the overall employee value proposition. You'll be a great addition to the team if you have: - Experience connecting sales compensation to business performance: You’ve partnered with Sales and Finance in a SaaS go-to-market organization and understand how incentive design can support revenue goals, reinforce the right behaviors, and align with the broader compensation philosophy. - Experience scaling Total Rewards after an IPO: You’ve helped programs evolve with the demands of a public company, strengthening compensation practices, equity planning, governance, and controls while keeping programs practical for managers and meaningful to employees. - Experience guiding rewards programs through growth and change: You’ve supported international expansion or M&A integration, navigating differences in compensation structures, benefits offerings, and local requirements. You bring thoughtful judgment about where global consistency adds value and where local flexibility is needed. - Strong systems and analytical capabilities: You’re proficient with HRIS and compensation planning tools, such as Workday, and bring advanced Excel or SQL skills. You know how to turn complex data into useful insights, improve planning and administration, and make recommendations that leaders can confidently act on. At a minimum, you need to have: - You bring 12+ years of progressive Total Rewards experience, including 5+ years leading a team, ideally at a high-growth, publicly traded software or technology company. You’ve demonstrated the ability to develop teams, drive change, and balance rigor with speed. - You have deep expertise in compensation design, equity programs, and executive compensation, including direct experience preparing materials for and p