Reward Manager – Executive Compensation

Unilever PLC; Kingston upon Thames; Hybrid; GBP 60,000 - 90,000; Full time

Job summary

A leading global consumer goods company seeks an Executive Compensation Manager in Kingston upon Thames. Responsibilities include managing executive pay governance, producing the annual Directors’ Remuneration Report, and engaging with shareholders. The ideal candidate should have 3-4 years of experience in reward functions, strong analytical and communication skills, and be adept at managing stakeholders. This role offers competitive salary, flexible hybrid working options, and fosters an inclusive workplace.

Benefits

Competitive salary

Pension scheme

Annual bonus

Subsidised gym membership

Discounted staff shop

Shares

Qualifications

• 3-4 years of relevant experience in reward function.
• Strong understanding of global reward policies and practices.
• Ideally prior experience in executive compensation.

Responsibilities

• Support governance around executive pay and Remuneration Committee meetings.
• Manage annual Directors’ Remuneration Report production.
• Engage with shareholders and analyze outputs from discussions.

Skills

Pay benchmarking

Stakeholder engagement

Analytical skills

Communication skills

Project management

Collaboration

Education

Relevant experience in reward function

Understanding of global reward policies

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 shareholder engagement.

Expected Work

• Support all aspects of governance around executive pay, including planning for Remuneration Committee meetings and drafting papers, preparing pre‑read and supporting data and analysis for alignment meetings with key stakeholders.
• Manage the end‑to‑end process 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 external auditors to provide supporting data.
• Support the Head of Executive Compensation with all aspects of shareholder / proxy engagement, including research on shareholders, preparing 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 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, keeping up to date on relevant legislation relating to reward issues and emerging trends, hot topics and pioneering reward practices.
• Contribute to global reward projects as required, supporting continuous improvement and innovation across the reward function.

Leadership & Resource Accountability

Expected to demonstrate a high level of accountability and ownership on the individual role remit, working directly with internal partners and external advisers and 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 and financial KPIs under bonus/long‑term incentives), size and complexity of the 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 prior experience in executive compensation either in‑house or consulting, 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 delivery of outcomes.
• Communication: Articulate with strong written and verbal communication skills, able to convey complex information clearly and concisely.
• Analytical: Strong analytical, numerical and problem‑solving skills, with excellent attention to detail and ability to interpret data and insights within a 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 managing a diverse range of partners, external and internal.
• Planning & Organisation: Strong planning, organisation and project management skills, able to manage high volume of work and conflicting priorities, delivering results within deadlines.
• 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 also 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)

What We Offer

We offer a competitive salary and pension scheme, an annual bonus, subsidised gym membership, 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 flexible working options and how this may look for you. We support wellbeing with hubs, programmes and development opportunities, striving to create a family‑friendly and inclusive workplace.

Diversity, Inclusion & Equal Opportunity

Diversity at Unilever is about inclusion, embracing differences, creating possibilities and growing together for better business performance. We embrace diversity in our workforce and give full and fair consideration to all applicants, 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 provide reasonable adjustments during the application and interview process to enable you to present your best self.