About Low Carbon

Low Carbon creates large-scale renewable energy to fight climate change. We’re building a renewable energy company that will protect the planet for future generations.

This defining purpose drives us to deliver for our communities, investors, and the environment.

We are a long-standing certified B-Corporation and recognised as gold standard for our environmental impact. We develop, build, and operate utility-scale solar, onshore wind, and battery storage projects across the UK and Europe, supporting the world’s move to an energy system powered by renewables.

CVC DIF, the infrastructure strategy of leading global private markets manager CVC, is the majority shareholder in Low Carbon. Working alongside MassMutual, CVC DIF will enable Low Carbon to significantly expand its installed capacity and drive the next stage of growth as a diversified, leading next-generation IPP.

Role Description

This role is part time, 3 days a week, based in our modern London office.

The Head of Reward will manage Low Carbon’s total reward, compensation, benefit, and long-term incentive strategy, ensuring pay and benefits are fair, competitive, compliant and tightly aligned to business performance and culture. Reporting to the People Director and working closely with Exco, Finance and the wider People Team, the ideal candidate will partner with the Remuneration Committee to help design frameworks that motivate delivery while meeting governance standards and external market conditions. This is a hands-on role requiring strong judgement, analytical rigour, attention to detail and the ability to work confidently across People, Finance, Legal, Tax and external advisers.

You will be the go-to person for all Reward queries and must therefore be able to build credibility and trust with senior stakeholders.

Key Responsibilities

As an advisor to Low Carbon’s Remuneration Committee, you will be expected to:

• Lead core compensation activities, including salary review, pay recommendations, bonus planning and reward-related decision-making
• Provide detailed subject matter expertise on share schemes, bonus schemes and management incentive plans, including design principles, governance, operation, compliance and alignment to performance and retention objectives
• Provide advice and analysis on executive pay, including benchmarking, incentive design, governance considerations and alignment with Remuneration Committee expectations
• Develop our Global compensation provision across multiple geographies and jurisdictions including the UK, Germany and Poland
• Develop and maintain compensation frameworks, pay-band architecture and salary review methodology
• Internal audit, risk management, EU pay transparency and compensation controls
• Manage benefit programs, including design, administration, and vendor relationships, ensuring offerings are competitive and compliant
• Provide reward-related tax input across benefits, bonus payments, incentives, share schemes and management incentive plans, including taxable benefits, benefits-in-kind, P11Ds, payroll implications and liaison with Finance, Tax and external advisers where required
• Partner with Finance and the People Team on reward cost modelling, budget impact assessment and variance analysis, and respond to regular ad hoc data requests from Finance, the leadership team and the Board
• Responsible for ensuring pay equity and supporting DEI objectives in reward frameworks
• Develop clear reward communications to help leaders and employees understand reward principles, processes and decisions

Skills & Experience

• Significant senior-level experience in Reward, Compensation & Benefits or Total Rewards, with detailed, hands-on understanding of share schemes, bonus schemes, management incentive plans and long-term incentive plans
• Excellent stakeholder management and ability to present complex data clearly to senior leadership and the Board
• Experience operating within remuneration governance frameworks and supporting Remuneration Committee activity
• Strong understanding of reward-related tax implications, including P11Ds, benefits-in-kind, taxable benefits, salary sacrifice arrangements, bonus and incentive payments, and the tax treatment of share schemes and management incentive plans
• Ability to interpret market trends and provide strategic recommendations
• Experience in building compensation models for growth-stage businesses
• Highly numerate, able to create and analyse reward and people data
• International compensation knowledge (Germany & Poland) desirable

Our Compensation & Benefits (pro rata)

• 26 days holiday plus your birthday off (with option to buy a further 5 days)
• Discretionary Bonus
• Bupa Health Check & Private Healthcare for you and your family (medical history disregarded)
• Contributory Pension
• Cycle scheme & Season Ticket Loan
• Pluxee for commercial discounts and perks
• 3 additional days for volunteering to support causes of your choice