Senior Rewards Manager - Greater Asia

Background/General Purpose of Position: Lead a team of Reward Managers in the Greater Asia region • Compensation: manage local delivery of Compensation programs • Benefits: lead local delivery across specified regions Play an active role in the reward team, sharing input from clients, influencing and helping to shape outcomes. Reporting Line: Position reports to the Head of Rewards for Asia region Roles & Responsibilities: • Regional Compensation: serve as local subject matter expert and deliver Reward solutions to support superior local performance with the support of the Reward Managers. Build credibility and partner with regional HR teams, business leaders and finance as the trusted advisor to align reward strategies with business goals and employee needs. • Benefits and Policies: Delivers the design, implementation, and administration of local country health and welfare, insurance, retirement/savings, and recognition programs and policies. Manage relationships with external vendors to ensure quality of services provided. • Broader Compensation: Analyze compensation data and trends in the labor market to ensure the company's compensation practices are competitive. Deliver within a team of Reward BPs, drawing on the expertise within the broader CoE, collaborating and getting involved in broader global/regional reward work. • Industry: Leverage knowledge from external specialists, communities of practice and academic institutions to identify themes and issues sand scan for emerging reward trends and innovations. Represent Unilever in local industry reward forums. Ensure program alignment with market and business needs through ongoing benchmarking and review. • Compliance: Ensure compliance with relevant laws pertaining to compensation and benefits in partnership with the Legal Department. This includes oversight of all compliance of all Reward processes, policies, filings, audits and reporting standards. • Be data driven: Utilize data analytics tools and techniques to analyze reward-related data, identify trends, and provide insights to inform decision-making. Use data-driven insights to continuously improve reward programs and address any gaps or areas of improvement. Leadership & Resource Accountability: Participate and contribute to the team of Reward Managers. Developing strong well-knit specialists. Ability to challenge, stretch and coach others, demonstrates strong EQ to become the objective and trusted partner of the teams/leadership they support, to drive superior performance. Builds deep knowledge of talent, their development needs and skilled in casting for a more nuanced world. Problem Solving: It’s a complex role and involves not just identifying challenges related to salary structures, benefit offerings, and regulatory compliance, but also delving into the root causes of those challenges. the role demands the ability to develop innovative and data-driven solutions, considering both the cost implications for the organization and the impact on employee satisfaction and engagement and through end-to-end thinking, in support of business growth. Change: Flex plans and style to adapt to changing situation with a sense of urgency. Ability to lead and design bespoke programs, where applicable, and delivering the same across different markets as appropriate. Task Horizon: More strategic design and development is likely to progress over 2-3 years. Operational delivery is typically across an annual cycle. Key Skills and Experiences Required: • 7-9 years’ experience in reward, working across a multinational environment, ideally with 12+ years overall HR (including reward) experience. • Strong knowledge of local labour laws, regulations, and market practices across region. • Proven track record in designing and implementing effective reward strategies and programs that support business goals and drive employee engagement. • Experience in managing complex projects and leading teams in a cross-functional, matrix environment. • Excellent analytical skills with the ability to leverage data and metrics to drive insights and inform decision-making. • Strong communication and influencing skills to effectively engage with senior leaders, HR business partners, and employees. • Ability to navigate ambiguity, adapt to change, and thrive in a fast-paced, dynamic environment. • From an outside-in perspective, understanding the business priorities, key metrics to demonstrate value, values & impact, knowing what competitors are doing in the local market, emerging people trends.

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