Head of Risk Measurement & Policy

Your role

What you'll be doing

What We Need

Corpay is currently looking to hire a Head of Risk Measurement & Policy for Risk Measurement Division. This position falls under our Cross Borders Line of business and will be based out of our London office. The Head of Risk Measurement & Policy is a senior risk leader responsible for defining, governing, and continuously enhancing the risk measurement architecture for liquidity and credit risk across Corpay’s Cross-Border Solutions business.

This role owns the design of quantitative risk frameworks, risk appetite metrics, and escalation structures. While not directly building models, the incumbent provides executive oversight, methodological direction, and credible challenge to analytics teams. You will report directly to the Chief Risk Officer and serve as the primary interface to senior leadership and the Board on risk measurement matters, translating complex risk exposures into clear strategic insights.

How We Work

As a Head of Risk Measurement & Policy, Corpay will set you up for success by providing:

• Assigned workspace in the London office.
• Company-issued equipment

Role Responsibilities

The responsibilities of the role will include:

• Owning the end-to-end framework for liquidity and credit risk measurement, ensuring alignment with business model, funding structure, and cross-border settlement dynamics.
• Defining forward-looking measurement methodologies including:
  • Liquidity stress testing and cash flow risk analytics
  • Counterparty and concentration risk frameworks
  • Portfolio exposure aggregation and credit loss estimation concepts
  • Scenario and sensitivity analysis design
• Ensuring frameworks are scalable, documented, and embedded within governance processes.
• Architecting and maintaining quantitative risk appetite statements for liquidity and credit risk.
• Defining and calibrating limits, thresholds, triggers, and escalation protocols.
• Ensuring early warning indicators are forward-looking and decision-useful.
• Overseeing breach governance and ensure transparency at executive and Board level.
• Providing executive oversight of model development performed by analytics teams.
• Challenging assumptions, methodology choices, stress parameters, and data integrity.
• Ensuring strong model governance, validation standards, and documentation.
• Leveraging prior hands-on modeling experience to ensure conceptual rigor without direct model build responsibility.
• Leading development of high-impact risk reporting for Executive Committees and the Board.
• Translating complex quantitative risk outputs into concise strategic narratives.
• Articulating emerging risk themes, structural vulnerabilities, and trade-offs clearly.
• Elevating reporting from descriptive metrics to insight-driven decision support.
• Advising on liquidity and credit risk implications of strategic initiatives, new corridors, products, and counterparties.
• Acting as a trusted advisor to CRO, CFO, Treasurer, and Business Heads.
• Representing Risk Measurement in regulatory dialogue, internal audit engagements, and governance forums.
• Building and mentoring a high-performing risk analytics oversight function.

Qualifications & Skills

• 10-15+ years of progressive experience in liquidity and/or credit risk within financial services, payments, treasury, banking, or capital markets.
• Demonstrated experience designing or implementing quantitative risk models earlier in career; currently operating at oversight and governance level.
• Deep expertise in:
  • Liquidity risk frameworks
  • Credit portfolio analytics
  • Stress testing and scenario design
  • Risk appetite structuring
  • Risk governance in regulated environments
• Experience presenting to Executive Committees and Boards.
• Proven ability to influence senior stakeholders and shape risk culture.
• Advanced degree in Finance, Economics, Mathematics, or related field; FRM/CFA/PRM preferred.

Benefits and Perks

• 25 days’ annual leave plus 8 bank holidays
• Option to buy or sell up to 5 days of annual leave annually through the benefits enrolment window
• Pension scheme with a minimum 3% employee contribution and up to 5% employer contribution from Corpay
• Private Medical Insurance through Vitality with no excess payable by employees; Corpay covers the standard £250 excess charge
• Access to the Gratitudes benefits platform, offering flexible discounts, supermarket savings of 4-5%, and a range of exclusive employee offers
• Free access to LinkedIn Learning, with thousands of courses to support ongoing professional and personal development

About Corpay

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.