Head of Reward Interview Questions UK: 8 Real Questions and What Interviewers Want

Applying for a Head of Reward job in the UK? Here is what you are likely to be asked. These questions come from our Head of Reward question bank of 12 questions, written for UK employers at head/director level.

Eight Head of Reward interview questions, and what the interviewer is thinking

1. How would you develop a reward strategy, and how do you decide where to position pay against the market?

Why they ask: This is the core of the Head of Reward role and tests strategic and commercial thinking.

2. What are the main elements of executive remuneration governance in the UK, and what role does the remuneration committee play?

Why they ask: Heads of Reward at larger employers advise boards, so they need to understand governance and investor expectations.

3. How would you choose and implement a job evaluation scheme, and why does it matter?

Why they ask: Job evaluation underpins fair grading and equal pay defence, so a head of reward must be fluent in it.

4. How would you design an incentive or bonus scheme, and what risks do you need to manage?

Why they ask: Incentive design has big cost and behavioural consequences, so they want to hear a thoughtful approach.

5. What impact do pay transparency requirements, such as the EU Pay Transparency Directive, have on a UK reward function?

Why they ask: They want to see awareness of the international and domestic direction of pay transparency.

6. A team of specialists in a critical skill area is paid about 15 per cent below market and two have resigned. There's no budget for increases. What do you do?

Why they ask: They want to see data-led problem solving and creativity within constraints.

7. Tell me about a time you redesigned a pay or incentive scheme. What was the result?

Why they ask: They want proof of delivering complex reward change from design through to implementation.

8. How would you describe the role of a Head of Reward, and what are the main tensions you manage?

Why they ask: They want to see strategic understanding of the role's balance of competing interests.

A sample answer to question 1

How would you develop a reward strategy, and how do you decide where to position pay against the market?

I'd start with the business strategy, workforce needs and culture: what we need reward to achieve, whether it's attracting scarce skills, retaining experienced people, supporting performance or controlling cost. I'd analyse current pay data, turnover, offer acceptance rates and engagement feedback to see how reward is performing. Then I'd define a total reward philosophy covering base pay, variable pay, benefits, pension, recognition and non-financial elements, together with principles such as fairness, transparency and affordability. For market positioning, I'd use salary surveys from providers such as Korn Ferry, Mercer, WTW or Radford, matched on role content and size, with a clear peer group. Many organisations position at median, but I'd differentiate for critical or hard-to-fill roles, perhaps at the 60th or 75th percentile, and use market premia or retention awards carefully where there's evidence. I'd test the strategy for cost and equal pay risk, take it through the executive team and, where relevant, the remuneration committee, and review it annually against outcomes.

Common mistake to avoid: Defaulting to median for everyone; setting strategy without cost or fairness testing

Want the rest?

Full model answers, key points and common mistakes for all 12 questions are on the Head of Reward interview questions page. The first five are free, no sign-up needed.