Unilever’s newly appointed CEO, Fernando Fernandez, announced plans to reassess the consumer giant’s top 200 leadership roles, aiming for a 25% “refresh” of management.
At the Barclays Global Consumer Staples Conference on 3 September, Fernandez emphasized that this one-by-one review seeks to establish a leadership “benchmark within the market.” This effort aligns with Unilever’s commitment to enhancing its performance in the competitive landscape of food manufacturing.
Fernandez, who took on the CEO position in March, articulated a new vision for Unilever as a “machine of demand creation.” This strategy focuses on “geographical anchors” in the US and India, reinforcing the company’s presence in key markets.
“We are ensuring ruthless execution everywhere, in every market. Are they good enough? Are they at the level that Unilever deserves?” Fernandez stated, referring to the staff review. “We expect 25% refreshing from that.”
The CEO highlighted that Unilever plans to accelerate the careers of emerging talent while onboarding new hires. Additionally, the company intends to significantly enhance its incentive system.
In the past 18 months, Unilever has reduced its white-collar workforce by approximately 18%. Fernandez emphasized that this move is crucial to establishing “accountability” within the organization.
Having previously served as Unilever’s CFO, Fernandez remarked, “We have absolute accountability now in the company.” He added, “Four business group presidents, 44 P&L units. I have their names, I have their phones, I know who they are. Nobody can hide.”
According to Fernandez, “We are taking decisions with 70% certainty. Fast because 90%, 100% certainty, you are late. Late in consumer goods is a very bad word.”
Furthermore, he reaffirmed that Unilever aims to achieve savings of €800m ($932.3m) by the end of 2026, planning to deliver €650m of that target by the end of this year, emphasizing efficient strategies within food manufacturing.
