# Unilever — Head of Change & Behavioural Science Lead

- Generated: 2026-09-15 02:34:55 PM EDT
- Original/canonical posting: https://careers.unilever.com/en/job/london/head-of-change-and-behavioural-science-lead/34155/100619627136
- Provider: careers.unilever.com
- Posted: 2026-9-14
- Elapsed since posting: represented by the provider's relative posting label and approximate Eastern timestamp when available
- Applicants: Not disclosed
- Work model/location: On-site in London, United Kingdom
- Compensation: Not disclosed
- Travel: Not disclosed
- Positioning track: Executive leader
- Fit outcome: FAIL — 75%

## Direct-match strengths

Enterprise AI adoption, operating-model change, executive alignment, technical communities, training, communications, governance, stakeholder influence, metrics, and major transformation delivery.

## Hard or material gaps

Hard geographic/work-model conflict: the role is explicitly on-site in London. Compensation is undisclosed for a Head title, which is not part of Keith's compensation exception. Behavioral science and dedicated enterprise change leadership are central, while Keith's strongest evidence is technology-led adoption and transformation.

## Evidence map

1. Lead change for large, complex transformations (weight 3, evidence 2/3) — Led enterprise technology transformations with substantial change and adoption accountability.
2. Behavioral science expertise (weight 3, evidence 1/3) — Human-centered adoption experience is direct; formal behavioral-science practice is not documented.
3. AI-enabled and agent-supported workflow adoption (weight 3, evidence 3/3) — Built and scaled production agentic workflows with adoption programs.
4. Executive and cross-functional alignment (weight 2, evidence 3/3) — Long executive advisory and matrix leadership experience.
5. Change capability, champions, and communications (weight 3, evidence 2/3) — Built global communities, enablement, standards, workshops, and guidance.
6. Measure adoption and business impact (weight 2, evidence 3/3) — Direct adoption, automation, cycle-time, reliability, and delivery metrics.

## Keyword diagnostic

Strong AI adoption, transformation, executive alignment, community, training, and communications overlap; London on-site work, compensation, and behavioral-science depth prevent advancement.

## Full normalized job description

Head of Change & Behavioural Science Lead at Unilever
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Head of Change & Behavioural Science Lead
London, England
Job ID:
R-1186004
Date posted:
09/14/2026
- 09/21/2026
Job Type:
Full time
Job Category:
Human Resources
Job Details
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Title : Change, Culture & Behavioural Science Lead
Reporting into: David Mee
Work Level : WL3X
Location : 100VE
Primary focus:
Change, culture and
behavioural
science for
large, complex
programmes
and
artificial intelligence adoption —
driving change on major transformations while
embedding agent-supported workflows and building change capability.
Role overview
Leads the human, cultural and
behavioural
side of Unilever’s
large, complex change
programmes
and its
shift to artificial intelligence-enabled, agent-supported ways of working. The role designs practical interventions, nudges, leader tools and change methods that help leaders, managers, employees and journey teams adopt new products, workflows and decision routines, while building change capability across People Business Partners and practitioners.
Key accountabilities
Define the cultural and
behavioural
shifts required for
large, complex change
programmes
— new operating
models,
organisation
designs, role architectures and
artificial intelligence-enabled,
agent-supported decision-making
—
to work in practice.
Design and sequence
behavioural
interventions, nudges, leader tools, manager guides and adoption playbooks across People Products.
Build change capability across People Business Partners, practitioners and journey teams through a global methodology, playbook, quality standards and coaching.
Enable major operating model and artificial intelligence adoption
programmes
with structured change approaches and
behaviourally
informed adoption plans.
Partner with Learning and Leadership Development on leadership
behaviours
, future skills and manager capability for agent-supported ways of working.
Measure adoption,
behaviour
change, trust and confidence; test interventions in practice and feed learnings back into products and methodology.
Set practical standards for responsible artificial intelligence adoption so new workflows are adopted in ways that build employee trust and sustain
behaviour
change.
Required capabilities & experience
Deep expertise in change leadership, culture change,
behavioural
science and
organisational
psychology, with experience building practitioner capability.
Strong understanding of how people adopt artificial intelligence-enabled tools, agent-supported workflows and new decision habits at scale.
Ability to design practical interventions, nudges, adoption journeys and change products that can be reused across People Products and
programmes
.
Hands-on test-and-learn capability — measuring
behaviour
, trust, confidence and adoption, then refining what works.
Strong judgement on responsible artificial intelligence adoption, employee experience, ethics and trust, embedded into both products and change methodology.
Key partnerships
Business leaders, managers and employees — adoption and
behaviour
change
Chief Human Resources Officers, People Business Partners and practitioners —
programme
delivery and capability build
People Products and journey teams — product adoption, nudges and change methods
Learning and Leadership Development —
behaviours
and future skills
Organisation
Design, Workforce Planning, Foundations and Global Digital and Technology — integrated artificial intelligence-enabled workflows
Success measures
Sustained adoption of agent-supported workflows across target user groups.
Major
programmes
define, track and improve measurable
behavioural
outcomes.
Leader and manager confidence in artificial intelligence-enabled decision-making improves over time.
Change methodology, adoption playbooks and agent onboarding operate as one coherent system.
Employee trust in artificial intelligence-enabled ways of working strengthens as adoption scales.
NOTES
By applying for this vacancy, you are confirming that you have made your Line Manager aware of your application and that you are at a point in your career with Unilever where it is appropriate for you to be applying for other positions.
Should you require additional information or reasonable adjustments to allow you to present your best self during this process, please contact your Talent Partner
What we offer
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 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. 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 (unilever.com).
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## Artifact metadata

- Resume: Not generated because the fit gate returned FAIL.
- Cover letter: Not generated because the fit gate returned FAIL.
- LinkedIn note: Not generated for a FAIL role.
- Google Drive used: No