Reward Solutions Change Manager

• Lead project management, collaborating with HR and Reward networks and forming project squads as required
• Conduct a comprehensive review of compensation and benefits across markets.
• Analyse and summarise country-specific comp and ben offerings, including uptake, vendors/brokers, and costs.
• Benchmark Unilever’s offerings against market standards using internal and external data.
• Assess employee sentiment to inform benefits design.
• Evaluate benefit provisions across countries for compliance, competitiveness, cost containment, consistency, and consolidation.
• Develop proposals for employee benefits optimisation, including cost efficiencies, policy and vendor harmonisation, and improved compliance.
• Engage with stakeholders to align on recommendations and finalise implementation plans.

Reward Operating Model Design & Change Implementation:

• Lead the design and transition to a future-fit reward operating model shaping resource requirements as necessary
• Map current Reward activities and identify responsibilities to be transitioned to HRBPs, PEX, or Finance.
• Define decision-making guardrails and Reward approval processes.
• Standardise global tools and address local implementation gaps.
• Develop a transition plan from current state to end state, identifying quick wins and longer-term changes e.g. what can be lifted from countries to Global Reward teams
• Create a playbook for new ways of working, including tools, training, and guidance for HRBPs.
• Support reward teams in adapting to new processes and provide consultancy as needed.

The expectation is for the postholder to lead on the project management, but work with and deliver results through the wider HR and Reward networks and to also pull in resources across the global Reward org through project squads etc.  The postholder will need to help to shape these requirements.  This role will support all of Reward, using budget held at the HR / Reward level.

Problems are technical (design and operational), human (wide stakeholder influencing), financial (EUR 7.7bn total turnover across 57 1UL markets, with annual spend of EUR 105m on benefits across all markets), size and complexity of organisation (18k employees across 57 countries), legal (duty of care compliance element) and works councils with any impact on employees.

Building and refreshing our offering in this space will require considerable innovation.  Unilever is likely to want to differentiate itself in these areas, which will require future fit best in industry, sustainable solutions. 

Operational delivery within 12 months.

• 5+ years’ experience in Reward, ideally in a complex multinational environment.
• Proven track record in managing complex change projects in matrix organisations.
• Strong verbal and written communication skills, and influencing skills, with experience engaging senior leaders and cross-functional teams.
• Excellent analytical skills with the ability to leverage data and metrics to drive insights and inform decision-making.
• Adaptability, resilience, and ability to thrive in dynamic environments.
• External orientation, with experience in market benchmarking and innovation.

NOTES

Location

In September 2020, Unilever announced the intention to build a new sustainable campus site in Kingston, London. This site will house some employees who currently work in 100 Victoria Embankment in Blackfriars together with colleagues who are currentlylocatedin Lever House in Kingston. We are excited to be creating our own Unilever sustainable, agile work environment. The campus is due to be completed in 2026.

What We Offer

Not only do we offer a competitive salary and pension scheme,wealso offer an annual bonus,subsidised gym membership, a discounted staff shop and shares.You’llhave the opportunity to work directly with our renowned and exciting brands in a flexible and hybrid working environment.

Whilst the role is advertised on a full-time basis, we would be happy to discuss possible flexible working options and what this may look like for you. We are a key advocate of wellbeing and offer a variety of support for our people including hubs,programmesand development opportunities. We strive to achieve a family-friendly and inclusive workplace andto, above all, createpossibilities for all.

Diversity at Unilever is about inclusion, embracing differences, creatingpossibilitiesand growing together for better business performance. We embrace diversity in our workforce. This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity. We are also more than happy to provide reasonable adjustments during our application and interview process to enable you to be present your best self. To find out more, including about our Employee Resource Groups,please click hereEquity, Diversity & Inclusion at Unilever | Unilever.

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