Reward Manager – Executive Compensation

Unilever; Hull and East Yorkshire; Hybrid; GBP 70,000 - 90,000; Full time

Job summary

A leading multinational company is seeking an Executive Compensation Manager to oversee executive pay governance and manage the Directors’ Remuneration Report. This role requires 3-4 years of relevant experience and strong analytical and stakeholder management skills. The ideal candidate should possess advanced skills in Microsoft Excel and PowerPoint, and a strong knowledge of reward practices. The position is full-time and will offer flexibility in working arrangements, alongside various benefits including a competitive salary, a bonus, and wellness programs.

Benefits

Competitive salary

Annual bonus

Subsidized gym membership

Discounted staff shop

Shares

Qualifications

• 3-4 years of experience in executive compensation or reward function.
• Strong understanding of global reward policies and practices.
• Proven stakeholder management experience.

Responsibilities

• Support executive pay governance and preparation of remuneration reports.
• Manage the annual Directors’ Remuneration Report preparation.
• Engage with shareholders and manage consultations.

Skills

Analytical skills

Stakeholder management

Communication

Planning & Organisation

IT skills

Pro-active and curious

Education

Relevant experience in reward function

Tools

Microsoft Excel

Microsoft PowerPoint

Workday

Job description

Job Title

Executive Compensation Manager

Business Function

Reward

Location

100VE

Work Level

2A

Background / General Purpose of Position

This role provides support on all executive reward matters, including preparation for Remuneration Committee meetings, managing the production of the annual Directors’ Remuneration Report and supporting with shareholder engagement.

Expected Work

• Support on all aspects of governance around executive pay, including planning for Remuneration Committee meetings and drafting papers and preparing pre‑read and supporting data and analysis for alignment meetings with key stakeholders.
• Manage the end‑to‑end process in relation to the preparation of the annual Directors’ Remuneration Report, collecting and validating data inputs, gathering input from internal and external partners, drafting the report narrative and working with the external auditors to provide supporting data.
• Support the Head of Executive Compensation with all aspects of shareholder/proxy engagement, including research on shareholders, preparing supporting materials for consultation meetings, analysing outputs from shareholder discussions, reviewing proxy reports, responding to questions and preparing for the AGM.
• Review the effectiveness of the Remuneration Policy and its operation annually to assure compliance and alignment with standard process and good corporate governance.
• Input into executive short‑ and long‑term incentive scheme design and implementation.
• Oversee Non‑Executive Directors’ fee administration including annual benchmarking process and payroll operations.
• Build strong relationships with key stakeholders such as the ULE, HRLT, Legal, Finance, PEX and the Reward team.
• Pro‑actively monitor the external landscape, both in terms of keeping up‑to‑date on relevant legislation relating to reward issues (e.g. tax, share plans, pensions) as well as emerging trends, hot topics and pioneering reward practices.
• Contribute to global reward projects as required, in support of continuous improvement and innovation across the reward function.

Leadership & Resource accountability

Expected to demonstrate high level of accountability and ownership on individual role remit, working directly with internal partners and external advisers and working alongside other members of the Executive Compensation team and wider reward team.

Problem Solving

Problems are technical (design and operational), human (wide stakeholder influence), financial (high impact for ED & ULE level roles; also financial KPIs under bonus/long‑term incentives), size and complexity of organisation (~130k employees across multiple geographies and functions) and legal and regulatory (plc governance and local statutory requirements).

Change

Will need to be comfortable navigating high levels of change internally and externally.

Task Horizon

Operational delivery is typically across a year.

Key Skills Experience & Qualifications Required

Experience

3-4 years of relevant experience in reward function, with a strong understanding of global reward policies, practices, pay benchmarking and short/long‑term incentives. Ideally some prior experience working in executive compensation either in‑house or in a consulting environment, including UK plc listed remuneration governance, but this is desirable not essential.

Pro‑active and curious

Takes a self‑reliant approach to solving problems, comfortable dealing with complexity and ambiguity, takes individual accountability for the delivery of outcomes.

Communication

Articulate with strong written and verbal communication skills, ability to convey complex information clearly and concisely.

Analytical

Strong analytical, numerical and problem‑solving skills, with excellent attention to detail as well as being able to interpret data and insights to apply the bigger strategic context.

Financial

Able to understand business performance measures and results and financial instruments, e.g. share plans.

Stakeholder Management

Ability to manage and influence stakeholders at all levels of the organisation; experience successfully managing a diverse range of partners, external and internal.

Planning & Organisation

Strong planning, organisation and project management skills, with the ability to manage high volume of work and conflicting priorities, 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.

IT skills

Advanced Microsoft Excel and Powerpoint. Knowledge of Workday would also be useful.

Contacts / Key stakeholders

• CHROs on the HR Leadership Team and their HR teams within the Business Groups
• Reward Leadership Team
• Business leaders including ULE
• Talent, Performance & OD&A team
• Global Performance Management finance team
• Head of Incentives and Pay Transparency
• Reward BPs in the field
• Other specialist teams e.g. Communications, Investor Relations, Tax and Legal/CoSec
• Internal operational partners (PEX, payroll, global equity)
• External partners, including Remuneration Committee advisers (PwC), tax advisers (EY & Deloitte), auditors (KPMG), legal advisers (Linklaters, Clifford Chance).

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 currently located in 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, we also offer an annual bonus, subsidised gym membership, 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 offerμάτων 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. sockaddr also more than happy to provide reasonablehadjustments 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 here Equity, Diversity & Inclusion at Unilever | Unilever.

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How is Unilever tackling this?

Many of Unilever’s recruitment sites publish a warning to mier candidates about recruitment fraud. The Cyber Security team also proactively scan for signs of people setting up fake Unilever sites and act to मिन.

What can I do?

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