zopa - Senior FP&A Analyst (Modelling)

• Financial services or banking experience is preferred. Consumer finance, lending or retail banking experience would be particularly relevant. • Anaplan certification, experience with Anaplan Application Lifecycle Management, or experience improving planning-system governance would be advantageous. • Experience in FP&A, finance transformation, management consulting, banking, fintech, product analytics, data analytics or a similar analytical environment would be relevant. • Knowledge of regulatory capital, liquidity, scenario stress testing, IFRS 9, credit risk modelling or bank financial planning would be a bonus. • 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.