Reward Strategist

The Unilever Ice Cream business is preparing to stand on its own, becoming an independent company by the end of 2025.

This role requires a deep understanding of reward & benefits strategy in top 5 markets of the METSA region (Turkey, India, Pakistan, Israel and South Africa) and the ability to think creatively around new innovations and interventions to support the business and the changing nature of work and employment.

Reward Strategy for METSA Region

• Ensure reward solutions are aligned with the global reward strategy and other expertise solutions.
• Build relationships and network with internal and external specialists, communities of practice and institutions to scan for emerging reward trends, innovations, current best practice and to understand the external reward market.
• Has knowledge of a wide range of performance management and reward tools and can use these for comparative analysis and data interpretation.
• Is financially aware, understands financial metrics that underpin the organisation's performance.
• Assess and evaluate the costs and benefits of reward packages and recommend changes to improve business performance.
• Analyse METSA geography/market benchmarking information and propose change to market positioning.
• Keep up to date and share external and internal METSA geography insight to support the evaluation and continuous improvement of Reward solutions and plans.
• Network with external specialists, communities of practice and academic institutions to identify themes and issues.

Reward Policies & Processes

• Keep abreast of legislative changes that impact performance and reward and make appropriate changes to the structure of programmes.
• Work with HR Leads to deploy and implement reward policies and processes in the new Ice Cream company.
• Leverage innovative technology in solutions to deliver competitive advantage.
• Knowledge of benefits & pensions for the region.

Developing a Performance Culture

• Oversee the use of appropriate tools to differentiate performance and ensure the link between reward and performance.
• Research innovative best practice (external) to continually improve communication of the overall reward package & ensures the team delivers this.

Executing Reward Processes

• Ensure consistent activation and delivery of Reward solutions across geographies.
• Ensure Reward policies are applied in an equitable, reasonable, and meritocratic way.
• Provide reporting in all areas of Reward (e.g., to ensure compliance with local legislation, total reward costs, budget reports).
• Ensure HR teams are equipped to deliver transparent performance and reward communication plans to groups and individuals by delivering communication tools for Reward policies, processes, and tools.
• Provide up-to-date data on current total reward costs.

Strategic Reward Communication

• Improve employee engagement within the organisation using effective Reward technology and communication platforms.
• Communicate the vision for change for Reward programmes, clearly articulating the journey, the challenges, potential risks, and what success looks like.
• Use analysis of data to measure progress against the planned business case for change.
• Ability to work with a complex range of stakeholders – BU leadership team, country GMs, HR leadership team, unions, works councils as appropriate.
• Effective communication skills, ability to influence leadership and teams at all levels regionally.

Key Skills and Qualifications

• Strategic Reward Expertise: In-depth knowledge of compensation and benefits strategies, including benchmarking, job evaluation, incentive structures, and executive compensation.
• Analytical Skills: Strong capability with data analysis to develop insights on pay structures, benefits utilization, and market trends, supporting informed decision-making.
• Financial Acumen: Understanding of financial principles, including budgeting and forecasting, to manage reward programs within budget constraints.
• Knowledge of Employment Law: Familiarity with employment regulations, tax laws, and compliance requirements across different METSA countries.
• Change Management: Ability to lead change initiatives effectively, especially in harmonizing reward programs across multiple regions.
• Stakeholder Management: Skilled in collaborating with senior leaders, finance, legal, and HR teams to align reward strategies with business goals.
• Project Management: Proven ability to plan, coordinate, and execute complex reward initiatives across different markets.
• Communication Skills: Effective communicator able to present complex reward concepts clearly to both senior executives and employees.
• Cultural Sensitivity: Understanding and respect for cultural differences across European regions to tailor reward approaches appropriately.
• Digital Literacy: Familiarity with HR Information Systems (HRIS) and advanced skills in Excel, Power BI, or other data visualization tools.
  • Extensive HR/Reward Background: 7+ years in HR, with a significant portion in reward and compensation roles.
  • Team Leadership: Proven track record in managing and developing high-performing reward or compensation teams.
  • Executive Compensation: Experience in designing and administering executive compensation and equity programs.
  • M&A and Organizational Restructuring: Involvement in mergers, acquisitions, or restructuring projects with experience in harmonizing compensation and benefits post-merger is good to have.
  • Policy Development: Experience in developing and implementing reward policies, including pay, incentives, and benefits programs at scale.
  • Continuous Improvement: Proven record of introducing improvements in reward processes to drive efficiency, enhance employee satisfaction, and align with business objectives.