Solutions Change Manager

Job Title:

Reward Solutions Change Manager Function:
Reward (HR) Reporting To:
Head of Reward Solutions

Unilever is on a journey to modernise its reward offerings, leverage its global scale, and better communicate the offering.

Historically, many aspects of the reward offering have been designed and delivered at the market level, which has resulted in complexity and breation of approach paginate . This has led to higher administration burden, lower utilisation, unclear alignment to strategy, and weaker governance.

The Reward Solution Change Manager will lead the transformation of employee reward and benefits across markets. The role focuses on simplifying, modernising, and standardising reward practices to ensure cost optimisation, compliance, and alignment with Unilever’s strategic goals.

If you have a passion for change management, reward fundamentals, reward management and possess the required skills and experience, we encourage you to apply.

• Lead project management, collaborating with HR and Reward networks and forming project squads as required.
• Conduct a comprehensive review of compensation and benefits across markets.
• Analyse and summarise country‑specific comp and ben offerings, including uptake, vendors/brokers, and costs.
• Benchmark Unilever’s offerings against market standards using internal and external data.
• Assess employee sentiment to inform benefits design.
• Evaluate benefit provisions across countries for compliance, competitiveness, cost containment, consistency, and consolidation.
• Develop proposals for employee benefits optimisation, including cost efficiencies, policy and vendor harmonisation, and improved compliance.
• Engage with stakeholders to align on recommendations and finalise implementation plans.

• Lead the design and transition to a future‑fit reward operating model shaping resource requirements as necessary.
• Map current Reward activities and identify responsibilities to be transitioned to HRBPs, PEX, or Finance.
• Define decision‑making guardrails and Reward approval processes.
• Standardise global tools and address local implementation gaps.
• Develop a transition plan from current state to end state, identifying quick wins and longer‑term changes e.g. what can be lifted from countries to Global Reward teams.
• Create a playbook for new ways of working, including tools, training, and guidance for HRBPs.
• Support reward teams in adapting to new processes and provide consultancy as needed.

The expectation is for the postholder to lead on the project management, but work with and deliver results through the wider HR and Reward networks and to also pull in resources across the global Reward org through project squads etc. The postholder will need to help to shape these requirements. This role will support all of Reward, using budget held at the HR / Reward level.

Problems are technical (design and operational), human (wide stakeholder influencing), financial (EUR 7.7bn total turnover across 57 markets, with annual spend of EUR 105m on benefits across all markets), size and complexity of organisation (18k employees across 57 countries), legal (duty of care compliance element) and works councils with any impact on employees.

Building and refreshing our offering in this space will require considerable innovation. Unilever is likely to want to differentiate itself in these areas, which will require future fit best in industry, sustainable solutions.

Operational delivery within 12 months.

• 5+ years’ experience in Reward, ideally in a complex multinational environment.
• Proven track record in managing complex change projects in matrix organisations.
• Strong verbal and written communication skills, and influencing skills, with experience engaging senior leaders and cross‑functional teams.
• Excellent analytical skills with the ability to leverage data and metrics to drive insights and inform decision‑making.
• Adaptability, resilience, and ability to thrive in dynamic environments organized.
• Exter…