KEY SKILLS AND EXPERIENCE

• 5 – 10 years’ experience in reward, working in a complex multinational environment, ideally with 10+ years overall HR (including reward) experience.
• 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 environments.
• External orientation, able to understand and apply market innovation for Unilever’s benefit.

RECRUITMENT FRAUD

Cyber criminals advertise fake job adverts with prestigious employers as a way of stealing information or even defrauding individuals out of money. In the most sophisticated cases, they will set up fake websites, which have a similar address to companies like Unilever. They even conduct fake telephone interviews and then offer candidates a role with the proviso they pay a fee for background checks or to cover work visa costs. These types of attacks are becoming more common as more people are looking for employment in the economic climate.

JOB PURPOSE

• Partner with Reward and Talent in the design, implementation, and delivery of performance incentive programs, short term incentive and long-term incentive, that are a competitive advantage for Unilever.
• Partner with Reward and wider stakeholders in the design, implementation and delivery of Unilever’s pay transparency strategy (incl. living wage), moving beyond compliance and building solutions that are a competitive advantage for Unilever.

RESPONSIBILITIES

• This role will sit on the Reward Leadership Team
• Work with the CRO and Reward LT to develop and implement incentive strategy, building best in class solutions that align to the overall performance strategy.
• End-to-end process and policy design of incentives including: annual bonus, sales incentives, special incentives.
• Track, analyse and report on effectiveness of incentive programmes, using data to identify areas for improvement and optimization.
• Work with the CRO and Reward LT to develop and implement best in class pay transparency solutions, moving beyond compliance to solutions that employees and wider stakeholders see to be open, transparent, and trustworthy.
• Specifically, this role will manage the end-to-end process for Pay Transparency (globally, including EU), living wage.
• Own the end-to-end process design behind these agendas, including delivery through PEX (People Experience / Unilever’s HR Services dept) and vendor collaborations, through to annual execution.
• Lead the delivery of the annual CSRD required globally, including ESRS, which covers adequate wages, gender pay gap and CEO pay ratio.
• Ensures compliance with relevant regulations and legislation.
• Be an active part of the Reward Leadership Team, contributing to the broad Unilever Reward/Talent agenda and role modelling for the Global Team.
  Leadership & Resource accountability
  The expectation is for the postholder to have a small team of direct reports 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.
  Problem Solving
  Problems are technical (design and operational), human (wide stakeholder influencing), financial (incentive spend is circa €800m) and legal (heavy compliance element to stabilizing/improving pay transparency agenda).