Pay Transparency and Incentives Manager

Unilever PLC; Greater London; Hybrid; GBP 65,000 - 85,000; Full time

Job summary

A leading multinational consumer goods company in the UK is seeking a Pay Transparency & Incentives Manager to enhance incentive frameworks and ensure compliance with global pay transparency standards. The role involves project management, stakeholder collaboration, and continuous improvement of reward programs. Candidates should have strong data analysis skills and experience in corporate governance reporting. This position offers a flexible and supportive work environment with competitive benefits.

Benefits

Annual bonus

Subsidised gym membership

Discounted staff shop

Shares

Qualifications

• Experience in managing pay transparency frameworks.
• Knowledge of corporate governance and living wage reporting.
• Experience in managing incentive programs and stakeholder communication.

Responsibilities

• Support implementation of a global pay transparency framework.
• Assist with CSRD/ESRS reporting and living wage compliance.
• Manage and improve incentive programs globally.
• Align pay transparency with broader HR strategies.
• Participate in global projects to enhance reward fundamentals.

Skills

Data Analysis

Stakeholder Management

Project Management

Communication

Collaboration

Education

Bachelor's degree or equivalent

Job description

Job Title

Pay Transparency & Incentives Manager

Business Function

Reward

Overview

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 parts of the end-to-end delivery of Pay Transparency, such as the implementation of new practices, processes, communications, training, and the rollout of an external system across the organisation.
• Help 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.
• Support the annual living wage assessments, working with the team to ensure full compliance and reviewing process to make yearly improvements to automate, simplify and embed the philosophies in all our practices.
• A key support in managing areas of the 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.
• Supporting and where appropriate managing future reward projects to help enhance and develop 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.

Responsibilities

• Pay Transparency: Support with 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 support teams with guidance on Pay Transparency principles, ensure consistent application and clear communication to all stakeholders.
• Corporate Governance (CSRD/ESRS) and Living wage: Assist with running 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: Assist in the management of 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: Work closely 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: Assist in the management of the reward analysts to conduct thorough 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:

• Pay transparency analytics and our compliance and risk level
• Incentive calculations covering cost and ROI
• Reporting that is publicised such as ESRS
• 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.

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 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 & Inclusion

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, including about our Employee Resource Groups, please click here. Equity, Diversity & Inclusion at Unilever | Unilever.

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!