Pay Transparency & Incentives Global Reward Manager - 12 Month Secondment

Job Title: Pay Transparency & Incentives Global Reward Manager- 12 Month Secondment Function: Reward (HR) Reporting To: Global Head of Reward Transparency and Incentives (TBC) Work Level: 2C Location: Kingston- Location agnostic + - 6 hour timezone With 3.4 billion people in over 190 countries using our products every day, Unilever is a business that makes a real impact on the world. Work on brands that are loved and improve the lives of our consumers and the communities around us. We are driven by our purpose: to Brighten Everyday Life, and it is our belief that doing business the right way drives superior performance. At the heart of what we do is our people – we believe that when our people work with purpose, we will create a better business and a better world. Background/General Purpose of Position: This role is pivotal in establishing the foundations and tools necessary for enhancing our incentives and pay transparency. This will include key projects such as: Support the design of a global pay transparency framework that complies with all country legislations. This role will project manage the end-to-end delivery of Pay Transparency, including the implementation of new practices, processes, communications, training, and the rollout of an external system across the organisation. Manage the process to deliver the required corporate social responsibility disclosures (CSRD) from reward, including European Sustainability Reporting Standard (ESRS) and other external reporting. The role will be required to ensure a clear link with the executive compensation team who lead on the Annual Report and Accounts. Overseeing the annual living wage assessments, ensuring full compliance and making yearly improvements to automate, simplify and embed the philosophies in all our practices. Managing global incentive programs such as annual bonuses, special incentives and sales incentives, with a focus on streamlining offerings and processes to ensure the incentives deliver a return on investment for both employees and the business. Leading and/or managing future reward projects to support the enhancement and development of all compensation offerings by automating and simplifying programs, policies, and applications to remain industry leading. The role will work closely with the PEX team on process management, the Reward Architecture and Base Pay team, Regional Reward teams and interface with Legal, OD&A, Talent, HRLT, senior executives, and the wider HR community. This role offers an exciting opportunity to contribute to the global reward strategy and make a significant impact on the organization's fundamentals of reward. If you have a passion for reward fundamentals, reward management and possess the required skills and experience, we encourage you to apply. Expected Work Pay Transparency: Manage and drive the implementation of a global pay transparency framework ensuring fairness, parity and openness across the globe. This will include the integration of a new external Pay Transparency tool across global markets. The role will also be expected to provide expert guidance on Pay Transparency principles, ensure consistent application and clear communication to all stakeholders. Corporate Governance (CSRD/ESRS) and Living wage: Manage the full process at a global level to collect, analyse, provide rationale and submit data on CSRD/ESRS reporting, which covers Gender pay gap, CEO Pay ratio and Living Wage reporting and compliance. Incentive Programmes: Manage the implementation and improvements on any incentive programmes across the globe, considering strategic changes on how we ensure consistency, simplification, competitiveness and automation. Stakeholder Management: Partner with internal stakeholders to align Pay Transparency and Incentives with broader reward and HR strategies including strong relationships with key stakeholders such as various HRLTs, and the Regional Reward team. Collaboration: Work closely with the PEX team to streamline processes and ensure efficient execution. Collaborate with the Reward Architecture and Base Pay team to ensure integration across the compensation areas and projects for example: ensure the Global Pay Transparency actions are linked into APR, JE and Base pay frameworks and programmes. Global Projects: Participate in and lead various global projects as required, contributing to the continuous improvement and innovation of reward fundamentals, processes and practices. Data Analysis and Reporting: Apply insight and work with the reward analysts to conduct thorough data analysis and prepare reports to tell the critical story for senior management and executive level for decision making on all elements of the role including but not exhaustive: Incentive calculations covering cost and ROI Pay transparency analytics and our compliance and risk level Reporting that is publicised such as ESRS Training and Communication: Communicate effectively across diverse audiences and with all levels of the organization to ensure clarity and understanding on any compensation products, processes or policies. Ad hoc request: Any other requests or projects as deemed appropriate for the role. Leadership & Resource accountability The expectation is for the postholder to work with and deliver results through the wider reward networks and project squads etc. Problem Solving Problems are technical (design and operational), human (wide stakeholder influencing), financial (annual bonus spend of circa €400m), size and complexity of organisation (just under 100k employees with c900 roles across multiple functions), legal (compliance element to work within pay transparency agenda) and works councils with any impact on employees. Change 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 solutions. Task Horizon Operational delivery is typically across a year. Key Skills Experience & Qualifications Required Experience: 4-8 years of experience in reward function and process management, with a strong understanding of global reward policies, practices, Pay Transparency, incentives and corporate responsibility reporting requirements. Communication Skills: Excellent verbal and written communication skills, with the ability to convey complex information clearly and concisely. Analytical Skills: Exceptional analytical and problem-solving skills, with the ability to interpret data and provide actionable insights and display this for diverse audiences. Stakeholder Management: Proven ability to manage and influence stakeholders at all levels of the organisation including the need to influence and gain support for new ideas and programmes. Training Skills: Experience in developing and delivering training programmes to diverse audiences. Project Management: Strong project management skills, with the ability to manage multiple projects simultaneously, deliver results within deadlines and hold wider cross functional teams accountable for their actions. Collaboration: Ability to work effectively in a team environment and collaborate with cross-functional teams. Contacts/Key stakeholders Reward LT. Talent, Performance & OD&A team. Global Performance Management finance team. Head of Reward Architecture & Base Pay Other specialist teams such as ED&I, Sustainability, Communications, Tax and Legal Reward BPs in the field. HR stakeholders ranging from Business Group/functional CHROs to in country teams. Internal and external suppliers (PEX, payroll, global equity, vendors). Business leaders including ULE. External providers and their teams. What We Offer Not only do we offer a competitive salary and pension scheme, we also offer an annual bonus, free gym, a discounted staff shop and shares. You’ll have 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, programmes and development opportunities. We strive to achieve a family-friendly and inclusive workplace and to, above all, create possibilities for all.  Diversity at Unilever is about inclusion, embracing differences, creating possibilities and 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, click here: Equity, Diversity & Inclusion 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.  How is Unilever tackling this? Many of Unilever recruitment sites publish a warning to candidates about recruitment fraud. The Cyber Security team also proactively scan for signs of people setting up fake Unilever sites and act to close them down.    We are one of the world largest consumer goods companies with amazing brands, dynamic people and a sustainable vision. We meet everyday needs for nutrition, hygiene and personal care with brands that help people feel good, look good and get more out of life. If you are ambitious, keen to learn and want lo lead, you have come to the right place. Explore our website and apply to be part of a company with more than 400 brands used by over two billion people everyday.