Senior Analyst - Compensation & People Analytics

<p>At Mercury, we care deeply about our people. A thoughtful compensation program is a key part of attracting and taking care of our team for the long term. We’re looking for someone to help evolve and scale our compensation programs while also contributing to broader people analytics efforts.</p> <p>In this role, you’ll support the development and execution of Mercury’s compensation philosophy, helping ensure it remains competitive, equitable, and scalable. You will partner with senior leaders to ensure Mercury’s compensation practices support business objectives. By maintaining industry knowledge, conducting competitive analyses, and recommending updates to remain in line with market trends, you push senior leaders to think strategically about compensation decisions. Alongside this, you’ll leverage data to generate insights on our workforce, helping inform decisions across compensation and the broader People team.</p> <p>While reporting to the Total Rewards Manager, you will also work closely with our Strategic Finance, People Partners, Recruiting &amp; Executive teams to support compensation decisions and provide data-driven recommendations.&nbsp;</p> <p><strong>Here are some things you’ll do on the job:</strong></p> <ul> <li>Partner closely with our recruiting, people partner &amp; finance teams acting as a trusted advisor.&nbsp;</li> <li>Advise senior leaders on compensation decisioning balancing business needs with alignment to our compensation philosophy &amp; pay equity principles.&nbsp;</li> <li>Support &amp; evolve our compensation programs, such as our annual merit cycle, market analyses, and off-cycle review ensuring they are efficient, thoughtful and effective.&nbsp;</li> <li>Influence leadership to think critically about pay and equity&nbsp;</li> <li>Lead efforts to educate Mercury employees (both managers and ICs) on our compensation philosophy, ensuring appropriate transparency</li> <li>Lead and develop a people analytics strategy, enabling us to proactively identify &amp; communicate key trends to Executive stakeholders.&nbsp;</li> <li>Leverage people analytics data to inform compensation decisions &amp; proactive market inquiries.&nbsp;</li> </ul> <p><strong>Ideally, you’ll have some of the following qualities—but if you don’t fit this mold and feel like you could do a great job, we’d love to hear from you anyway:</strong></p> <ul> <li>Have experience running and building compensation programs at a high growth, quickly scaling company&nbsp;</li> <li>Be willing to influence and advocate for philosophies you believe in</li> <li>Obsessive over accuracy and pay strong attention to detail&nbsp;&nbsp;</li> <li>Love building processes that can scale