Reward Manager – Executive Compensation (Unilever)

• 3–4 years of relevant experience within a reward or compensation function.
• Strong understanding of global reward frameworks, pay benchmarking, and short- and long-term incentive structures.
• Prior experience in executive compensation—either in-house or within a consulting environment—is desirable but not mandatory.
• Familiarity with UK listed company remuneration governance is advantageous.
Personal Attributes
• Proactive, inquisitive, and self-driven, with the ability to navigate ambiguity and complexity.
• Takes personal responsibility for delivering outcomes.
Communication Skills
• Excellent written and verbal communication skills.
• Able to clearly and concisely explain complex information.
Analytical Capability
• Strong numerical, analytical, and problem-solving skills.
• High attention to detail, with the ability to interpret data within a broader strategic context.
Financial Acumen
• Understanding of business performance metrics and financial instruments, including share-based plans.
Stakeholder Management
• Proven ability to influence and manage stakeholders at all organisational levels.
• Experience working effectively with a diverse range of internal and external partners.
Planning and Organisation
• Strong organisational and project management skills.
• Capable of handling high workloads, competing priorities, and tight deadlines.
• Able to hold cross-functional teams accountable.
Collaboration
• Works effectively within teams and across functions.
Technical Skills
• Advanced proficiency in Microsoft Excel and PowerPoint.
• Knowledge of Workday is an advantage.

Key Contacts and Stakeholders
• CHROs and HR teams within Business Groups
• Reward Leadership Team
• Senior business leaders, including ULE members
• Talent, Performance, and Organisation Development & Analytics teams
• Global Performance Management Finance team
• Head of Incentives and Pay Transparency
• Reward Business Partners
• Specialist internal teams (Communications, Investor Relations, Tax, Legal, Company Secretariat)
• Internal operational teams (PEX, Payroll, Global Equity)
• External advisers and partners, including:
o Remuneration advisers (PwC)
o Tax advisers (EY, Deloitte)
o Auditors (KPMG)
o Legal advisers (Linklaters, Clifford Chance)

This position supports all aspects of executive compensation and reward governance. Responsibilities include preparing materials for Remuneration Committee meetings, overseeing the development of the annual Directors’ Remuneration Report, and assisting with shareholder and proxy adviser engagement activities.

Key Duties and Responsibilities
Executive Reward Governance
• Provide comprehensive support across all executive pay governance activities, including planning and preparation for Remuneration Committee meetings.
• Draft committee papers, prepare pre-reading materials, and develop supporting data and analysis for alignment discussions with senior stakeholders.
Directors’ Remuneration Report
• Manage the full end-to-end process for producing the annual Directors’ Remuneration Report.
• Collect, validate, and consolidate required data inputs.
• Coordinate contributions from internal teams and external advisers.
• Draft report content and narratives, and collaborate with external auditors to provide accurate supporting information.
Shareholder and Proxy Engagement
• Support the Head of Executive Compensation in all shareholder and proxy adviser engagement activities.
• Conduct research on shareholders and proxy institutions.
• Prepare briefing materials for consultation meetings.
• Analyse feedback from shareholder discussions.
• Review proxy adviser reports, respond to related queries, and assist in preparation for the Annual General Meeting (AGM).
Remuneration Policy Review
• Annually assess the effectiveness and implementation of the Remuneration Policy to ensure compliance, consistency, and alignment with best-practice corporate governance standards.
Incentive Plan Design
• Contribute to the design, review, and implementation of executive short-term and long-term incentive schemes.
Non-Executive Director Fees
• Oversee the administration of Non-Executive Director remuneration, including annual benchmarking exercises and payroll processing.
Stakeholder Collaboration
• Develop and maintain strong working relationships with key internal stakeholders, including the Unilever Leadership Executive (ULE), HR Leadership Team, Legal, Finance, PEX, and the broader Reward team.
External Environment Monitoring
• Proactively track external developments affecting executive reward, including legislative changes (e.g., tax, pensions, share plans).
• Stay informed on emerging market trends, key industry topics, and innovative reward practices.
Global Reward Projects
• Participate in and contribute to global reward initiatives as needed, supporting ongoing improvement and innovation across the reward function.

Leadership and Accountability
• Demonstrate strong ownership and accountability for individual responsibilities.
• Work closely with internal stakeholders and external advisers.
• Collaborate effectively with members of the Executive Compensation team and the wider Reward function.

Problem Solving and Complexity
• Address complex challenges across multiple dimensions:
o Technical: reward design and operational execution
o Human: influencing a broad range of stakeholders
o Financial: high-impact financial outcomes for executive and ULE-level roles, including incentive KPIs
o Organisational: operating within a large, global organisation of approximately 130,000 employees
o Legal and Regulatory: compliance with public company governance requirements and local statutory regulations
Change Management
• Operate effectively in a dynamic environment with frequent internal and external change.
Time Horizon
• Most responsibilities involve operational delivery over an annual cycle.