Reward Lead/Head of Reward

Location: London, hybrid (2 days per week in office)

About Hometree

Join Hometree at the most exciting moment in our story. Founded in 2015, we've become one of the fastest-growing challengers in the UK home services market, spanning home cover that protects the essential systems in the home, renewable installations like solar, batteries and heat pumps, and the financing that makes them affordable. Together, we help homeowners look after their homes and move to greener, lower‑carbon living. We're now going through the biggest step change in our history. By acquiring OVO Energy's Home Services division, including the trusted CORGI HomePlan and HomeHeat brands, we're becoming one of the UK's leading home services groups, with fresh investment to fuel our next phase of growth.

The Role

This is the first dedicated Reward role at Hometree, and a chance to reimagine how a fast‑scaling Group rewards its people. We have foundations to build on; you'll take them somewhere genuinely exciting and build a Total Reward offer that's a real lever for talent density, winning the best people and rewarding the performance that sets them apart. You'll start with our benefits proposition, including a new scheme for our incoming colleagues, then move quickly into the bigger build across pay, bonus and commission, pay bands and levelling. As an FCA‑regulated Group, you'll keep Reward fair, compliant and competitive, building towards a longer‑term move to pay transparency.

Responsibilities

• Design the benefits proposition: design a benefits proposition that helps us attract and retain the best talent, harmonising benefits across our existing and incoming colleagues, and roll out our first benefits platform (ThanksBen).
• Link pay to performance: build a performance‑based compensation philosophy so pay is clearly and fairly linked to performance.
• Bonus plans: design and roll out Group‑wide bonus plans that make our pay‑for‑performance culture real.
• Mature our compensation philosophy: support the Group Director of People & Culture and Leadership to mature our compensation philosophy.
• Review pay across the Group: review compensation Group‑wide, spotting gaps and risks.
• Harmonise & extend pay bands: harmonise our existing pay bands across our three contact centre populations.
• Build the processes: bring order and rigour to how Reward runs, building clean, reliable processes for bonus and commission payouts.
• Redesign the pay review cycle: redesign our annual pay review cycle, then run it end to end.
• Keep us competitive: run sharp benchmarking and market research.
• Pensions support: work closely with Finance on our pension scheme.
• Benefits renewals & vendors: manage benefits renewals, providers and cost.
• Recognition: shape our reward‑and‑recognition so great work gets seen and celebrated.
• Build Reward analytics: build the Reward modelling, MI and dashboards.
• Support offers & promotions: partner Talent and the People team on competitive offers.
• Own gender pay gap reporting: own gender pay gap reporting and use it to drive real progress on fairness and pay equity.
• Total Reward & pay transparency: help colleagues understand and value their Total Reward.

What we're looking for

Essential

• Exceptionally smart and analytical: outstanding analytical and modelling skills.
• Scale‑up Reward experience: you've worked in a Reward role in a growing scale‑up.
• A builder, not a maintainer: you've designed comp structures, benefits or bonus plans yourself.
• Benefits design & harmonisation: hands‑on experience designing benefits propositions.
• Strong on compensation: confident across compensation philosophy, pay bands, benchmarking.
• Integration & harmonisation experience: you've integrated and harmonised pay, bands and benefits.
• Pay‑for‑performance mindset: you design Reward that fairly rewards performance.
• A magnet for talent: you understand how great Total Reward helps win and keep the best people.
• A trusted advisor: you make Reward clear and fair.
• High agency in ambiguity: you take ownership and create momentum.
• Fairness & pay equity: experience with gender pay gap reporting.

Nice to have

• Reward tooling: experience with Reward tools.
• Benchmarking partnerships: experience with salary surveys and providers.
• Regulated or industry insight: experience in financial services, insurance, renewables or energy.

Our Recruitment Process

• Hiring Manager Interview (30 mins): an introductory conversation with the Hiring Manager.
• Culture & Values Interview (40 mins): a values‑based conversation with two members of the People team.
• Technical Stakeholder Interview (45 mins): a technical discussion with our Head of Finance and Director of Sales Operations.
• Senior Stakeholder Interview (30 mins): a final conversation with our CFO and Chief Commercial Officer.

Location & Travel

This role is London‑based and hybrid, with time each week in our London office.

Perks of the job

• 25 days holiday plus bank holidays and your birthday.
• Discounted gym membership across over 100 UK gyms.
• Support for your mental health, wellbeing and career coaching.
• EV Salary Sacrifice through the electric car scheme.
• Free boiler & home emergency cover with Hometree.
• Menopause support from Stella.
• Cycle to work scheme.
• Regular team socials including Summer and Winter parties.

FCA Code of Conduct

At Hometree, we prioritise ethical conduct and regulatory compliance. As a regulated financial services organisation, we operate under the strict guidelines set forth by the Financial Conduct Authority (FCA).

Equal Opportunity Employer

At Hometree, we are committed to creating an inclusive and representative environment.