About the role
Reporting to the Head of Complaints, you’ll lead a complaints management team, own the process, and make informed, balanced and complex decisions where needed. You’ll be setting the standard for how we handle our most complex and high-risk cases especially those that go to the Financial Ombudsman Service and making sure what we learn from complaints actually improves how Zopa is built and run.
This is a senior role with real influence. You’ll work with Product, Risk, Credit, Legal and Operations, and represent Complaints in senior forums where decisions get made. You’ll own complaints across our banking and lending products, including auto finance.
A day in the life:
Team and operational leadership
- Lead, develop and performance manage a team of complaint handlers and managers, setting clear expectations on quality, conduct and performance
- Create a culture of accountability, sound judgement and high-quality decision-making
- Own the end-to-end complaints process including escalated and complex cases
- Define and maintain handling procedures, quality frameworks and controls across the function
- Support and guide the team on difficult cases, ensuring consistency and good customer outcomes.
- Help set the approach for handling escalated regulatory and FOS complaints end to end including DSARs
- Make the call on cases that are high impact, sensitive, or genuinely ambiguous
- Keep close to FOS decisions and trends, and adjust our approach when needed
- Make sure our outcomes are fair, consistent, and defensible internally and to regulators
- Own our alignment with FCA DISP, Consumer Duty and conduct standards.
- Use complaints data to identify where things are going wrong for customers
- Prioritise by customer impact and risk, not just volume
- Work closely with Product, Risk, Credit, Legal and Operations to support root cause fixes
- Partner with the relevant teams to ensure actions land and repeat issues stop.
- Own how we report on complaints outcomes, FOS results, and key risks to senior leadership
- Turn data into clear, actionable insight not just dashboards
- Call out risks early and make sure they’re addressed before they become problems
- Keep our controls strong and make sure we’re ready for audit or regulatory review at any point.
- Build trusted relationships across Zopa, including at senior level
- Drive decisions and change in areas you don’t directly own
- Represent Complaints in forums where product, policy, and risk decisions are made
- Balance what’s right for customers with business and risk priorities and know when to push back.
Escalated, complex and FOS complaints
Supporting complaints-driven change
Insight and risk
Cross-business influence
About you:
At Zopa we value flexible ways of working.
We value face-to-face collaboration and a good work-life balance. This hybrid role requires you to come to our London office 2-3 days a week.
You'll also have the option of working from abroad for up to 120 days a year!* But no matter where you are, we’ll make sure you’ve got everything you need to thrive, both in your work and home life, from day one.
*Subject to having the right to work in the country of choice
Diversity Statement
Zopa is proud to offer a workplace free from discrimination. Diversity of experience, perspectives, and backgrounds leads to better products for our customers and a unique company culture for our people. We are made up of nearly 50 nationalities, have a DE&I forum made up of Zopians wanting to make a difference and we are proud of our culture where everyone can bring their full self to work. Our approach to DE&I is reflected in our hiring process so please let us know if you require any reasonable adjustments.
Our approach to AI in interviews
At Zopa, AI isn't something we're testing out — it's part of how we work every day. As a proud partner of Jobs 2030, we're committed to building AI fluency across our workforce, and we expect Zopians to use AI as part of how they do their jobs.
Because of that, we want to be transparent about how we think about AI use during our hiring process.
Behavioural and competency-based interviews: please don't use AI. These conversations are designed to understand you — your experiences, your judgment, and how you've approached real situations. An AI-generated answer can't tell us that. What it can do is get in the way of us finding out whether we're the right fit for each other.
Technical interviews: it depends on the role. Some technical stages actively welcome AI use, others don't. Your Talent Partner will let you know what's expected at each stage. Where AI is part of the assessment, we'll be interested not just in the outcome, but in how you used it – the tools you chose, your reasoning, and the decisions you made along the way.
