Job descriptionLocation: 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. It's a genuine inflection point, and we're looking for people who want to help us build what comes next. Key Achievements • UK's third-largest home cover provider: our latest acquisition makes us the third-largest provider of home cover in the UK. • Nearly 500,000 customers across the UK. • 550+ colleagues and a national network of 5,000+ qualified engineers. 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. We're after someone exceptionally smart and analytical with a builder's mindset and real craft: a high-agency operator who takes ownership, moves fast without sacrificing judgement, and can go from a senior leadership pay conversation to a benefits spreadsheet in the same day. You'll partner Finance, Commercial, Legal, Talent and the wider People team, and be the person who makes Reward clear, fair and motivating, not a gatekeeper. Do it brilliantly and this grows into Reward Lead and, longer term, Head of Reward. Responsibilities First up: benefits • 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), including replacing the OVO scheme, which sunsets in January 2027. • Link pay to performance: Build a performance-based compensation philosophy so pay is clearly and fairly linked to performance, and our strongest performers are rewarded for the difference they make. • Bonus plans: Design and roll out Group-wide bonus plans that make our pay-for-performance culture real (the top priority), and refine sales commission plans over time. • Mature our compensation philosophy: Support the Group Director of People & Culture and Leadership to mature our compensation philosophy, giving us a clear, commercial and defensible approach to how we pay. • Review pay across the Group: Review compensation Group-wide, spotting gaps and risks and keeping us competitive, fair and compliant as a regulated Group. • Harmonise & extend pay bands: Harmonise our existing pay bands across our three contact centre populations and introduce pay bands across the rest of the Group, supporting our planned job levelling exercise to give clear, consistent structure. • Build the processes: Bring order and rigour to how Reward runs, building clean, reliable processes for bonus and commission payouts and partnering Finance and Payroll so pay, bonus and benefits flow through accurately and on time. • Redesign the pay review cycle: Redesign our annual pay review cycle, then run it end to end, from benchmarking and budget modelling to manager guidance, calibration and clear comms. • Keep us competitive: Run sharp benchmarking and market research so our Reward helps us win and keep the best talent. • Pensions Support: Work closely with Finance on our pension scheme, including auto-enrolment and re-enrolment. • Benefits renewals & vendors: Once the platform is live, manage benefits renewals, providers and cost to keep our offer competitive and good value. • Recognition: Shape our reward-and-recognition so great work gets seen and celebrated. • Build Reward analytics: Build the Reward modelling, MI and dashboards that give the People team and leadership the insight to make smart calls. • Support offers & promotions: Partner Talent and the People team on competitive, consistent offers, promotions and pay decisions that help us land brilliant people. • Own gender pay gap reporting: Own gender pay gap reporting and use it to drive real, measurable progress on fairness and pay equity. • Total Reward & pay transparency: Help colleagues genuinely understand and value their Total Reward, building towards a longer-term move to pay transparency. What we're looking for Essential • Exceptionally smart and analytical: a genuinely sharp mind with outstanding analytical and modelling skills; you turn messy, imperfect data into clear, confident decisions and a clean story for non-specialists. • Scale-up Reward experience: you've worked in a Reward role in a growing scale-up and run Reward (or a big chunk of it) as a standalone, without a senior person above you. • A builder, not a maintainer: you've designed comp structures, benefits or bonus plans yourself, not just inherited and sustained someone else's work. • Benefits design & harmonisation: hands-on experience designing benefits propositions, harmonising benefits across different populations (for example after acquisitions), and implementing benefits platforms and providers. This matters a lot here. • Strong on compensation: confident across compensation philosophy, pay bands, benchmarking and job levelling or evaluation. • Integration & harmonisation experience: you've integrated and harmonised pay, bands and benefits across multiple entities or through M&A, bringing order to different terms and structures. This is central to the role. • Pay-for-performance mindset: you design Reward that fairly and powerfully 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, not intimidating; direct, practical and solutions-oriented. • High agency in ambiguity: you take ownership, write the playbook, and create momentum with urgency, moving fast without sacrificing judgement or craft. • Fairness & pay equity: experience with gender pay gap reporting and a genuine commitment to fair, equitable pay. Nice to have • Reward tooling: experience with Reward tools like Ravio or Figures. • Benchmarking partnerships: experience with salary surveys and providers (Mercer, AON/Radford or similar). • 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, our Group Director of People & Culture, to learn more about the role and explore your potential fit. • Culture & Values Interview (40 mins): a values-based conversation with two members of the People team, exploring how you align with our values and ways of working. • Technical Stakeholder Interview (45 mins): a technical discussion with our Head of Finance and Director of Sales Operations, digging into compensation, bonus and commission design. • Task Stage • 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 alongside the wider People team and HQ team. Perks of the job We have an ever-expanding list of benefits that currently includes: • 25 days holiday plus bank holidays and your birthday. • Discounted gym membership across over 100 UK gyms (independent and chains) and free fitness, wellness and nutrition apps, through Wellhub . • Support for your mental health, wellbeing and career coaching via Oliva . • EV Salary Sacrifice through the electric car scheme . • Free boiler & home emergency cover with Hometree, plus 40% discount for friends & family. • Menopause support from Stella , including friends & family access. • 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 and regulations set forth by the Financial Conduct Authority (FCA). We are committed to maintaining the highest standards of integrity and professionalism in all aspects of our business. As a prospective member of our team, you will be expected to fully embrace and adhere to the FCA Code of Conduct obligations. These obligations are designed to ensure the fair treatment of customers, the preservation of market integrity, and the promotion of healthy competition within the financial services industry. Equal Opportunity Employer At Hometree, we are committed to creating an inclusive and representative environment. We know that different experiences, perspectives and backgrounds make for a better workplace and a better planet. Together, we celebrate differences and promote a culture where you can bring your full self to work. We promise to give you the same opportunities as everyone else and we won't discriminate against you at any point in the hiring process or the working day. This includes how we source talent, our interview process, our conditions of employment, feedback and everything in between.
