Reward Architecture, Base Pay and Global Reward Projects Manager page is loaded
Reward Architecture, Base Pay and Global Reward Projects Manager
Apply locations Kingston Head Office time type Full time posted on Posted Yesterday time left to apply End Date: September 4, 2025 (12 days left to apply) job requisition id R-00877
JobTitle: Reward Architecture, Base Pay and Global Reward Projects Manager
Function:Reward (HR)
Reporting To:Head of Reward Architecture and Base Pay (Nicola Wells)
Work Level: 2A / 2B
Location: Kingston- Location agnostic + - 6 hour timezone
About Unilever
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 central to embedding the foundations and tools required as we review and improve our reward architecture. This will include key foundational projects such as:
* Support and own areas of the implementation of a new external job evaluation (JE) methodology / system across the organisation. This role will manage areas of the implementation of JE framework that support fairness, transparency, and organisational effectiveness as well as supporting on any design changes and governance.
* Manage significant parts of the end-to-end annual pay review (APR) process on a global scale from reward expertise focus. This could include overseeing global annual benchmarking, global merit budget and pay scale sign off, ensuring that Workday can manage all reward requirements for APR, global balancing, and the global sign-off of the annual pay review with CEO, CPO. The role requires good stakeholder management skills, as it involves close collaboration with Human Resources Leadership Team (HRLT), and the Reward team.
* Develop clear global guidance and process around all compensation elements from hire, through promotions, off cycles to APR and exit.
* The role will assist with future reward projects to support the enhancement and development of all compensation offerings by automating and simplifying our base pay programmes, policies and application to remain top of industry.
The role will work closely with the PEX team on process management, the Incentives and Pay Transparency 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
* Job Evaluation (JE) Process: Support with the integration of a new external JE methodology across global markets. Support the application of JE principles and ensure consistent implementation.
* End-to-End Global Pay Review Process:Manage running the end to end pay review process, supporting the execution of global annual benchmarking, pay review, balancing, and sign-off to ensure accuracy and timeliness.
* Base Pay: Assist with the development of base pay across the globe, considering strategic changes on how we ensure consistency, simplification, competitiveness and automation.
* Stakeholder Management:Manage internal stakeholders to align JE, APR and base pay with broader reward and HR strategies including strong relationships with key stakeholders such as HR leaders and the Reward team.
* Collaboration: Collaborate with the PEX team in streamlining processes and ensuring efficient execution. Assist the Incentives and Pay Transparency team in integrating compensation areas and projects, ensuring JE actions comply with Global Pay Transparency legislation and that the annual pay review process meets the requirements of incentive programmes and pay transparency.
* Global Projects:Manage/assist in various global projects as required, supporting the continuous improvement and innovation of reward fundamentals, processes and practices.
* Data Analysis and Reporting: Assist in the management of the reward analysts in conducting data analysis and assist in preparing reports to provide valuable insights for senior management and executive level decision-making on various elements of the role, including but not limited to:
o JE assessments and their impact on the grading structure and employee population.
o Pay review process, offering insights and recommendations based on benchmarking and internal data.
* Training and Communication: Manage / assist in producing communications to support providing clarity and understanding on any compensation products, processes or policies. Support in running training sessions to reach diverse audiences and with all levels of the organization to ensure.
* Ad hoc request: Any other requests or projects as deemed appropriate for the role.
Leadership & Resource accountability
The expectation is for the postholder to support the wider reward networks and project squads in delivering results.
Problem Solving
Problems are technical (design and operational), human (wide stakeholder influencing), financial (annual pay review spend is circa €700m, with base pay alone over €100m), 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
Supporting the development and enhancement of our offering in this space will involve innovative approaches. Unilever aims to differentiate itself in these areas, necessitating the adoption of industry-leading solutions.
Task Horizon
Operational delivery is typically 6 – 12 months.
Key Skills Experience & Qualifications Required
Experience:3-4 years of experience in reward function and process management, with a strong understanding of global reward policies, practices, JE, base pay and benchmarking and global annual pay review.
Communication Skills:Strong verbal and written communication skills, with the ability to support the clear and concise conveyance of complex information.
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: Demonstrated ability to support and collaborate with stakeholders at various levels of the organisation, assisting in gaining support for new ideas and programmes.
Training Skills: Experience in developing and delivering training programmes to diverse audiences.
Project Management: Support project management activities, assisting in managing multiple projects simultaneously, ensuring timely delivery of results, and collaborating with cross-functional teams to achieve their goals.
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 Incentives and Pay Transparency
* Other specialist teams such as Communications, Tax, Legal, ED&I and Sustainability
* 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).
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’s 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.
What can I do?
If you become aware of potential recruitment fraud, spot fake Unilever recruitment adverts or fake LinkedIn profiles, report them via Una Live Chat.
Unilever does not accept responsibility or liability for any candidates who are financially impacted by recruitment fraud. Your vigilance is key!
Similar Jobs (3)
Pay Transparency & Incentives Global Reward Manager- Secondment
locations Kingston Head Office time type Full time posted on Posted Yesterday time left to apply End Date: September 4, 2025 (12 days left to apply)
Global Reward Analyst
locations Kingston Head Office time type Full time posted on Posted Yesterday time left to apply End Date: September 4, 2025 (12 days left to apply)
Pay Transparency & Incentives Global Reward Manager - 12 Month Secondment
locations Kingston Head Office time type Full time posted on Posted Yesterday time left to apply End Date: September 4, 2025 (12 days left to apply)
About Us
We are one of the world’s 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.
#J-18808-Ljbffr