Senior Analyst - Compensation & People Analytics

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.

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.

While reporting to the Total Rewards Manager, you will also work closely with our Strategic Finance, People Partners, Recruiting & Executive teams to support compensation decisions and provide data-driven recommendations.

Here Are Some Things You’ll Do On The Job

Partner closely with our recruiting, people partner & finance teams acting as a trusted advisor.

Advise senior leaders on compensation decisioning balancing business needs with alignment to our compensation philosophy & pay equity principles.

Support & evolve our compensation programs, such as our annual merit cycle, market analyses, and off-cycle review ensuring they are efficient, thoughtful and effective.

Influence leadership to think critically about pay and equity

Lead efforts to educate Mercury employees (both managers and ICs) on our compensation philosophy, ensuring appropriate transparency

Lead and develop a people analytics strategy, enabling us to proactively identify & communicate key trends to Executive stakeholders.

Leverage people analytics data to inform compensation decisions & proactive market inquiries.

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:

Have experience running and building compensation programs at a high growth, quickly scaling company

Be willing to influence and advocate for philosophies you believe in

Obsessive over accuracy and pay strong attention to detail

Love building processes that can scale in a thoughtful and organized way

Love playing in data and have rigorous data analytics skills

Have a high level of integrity and the ability to handle confidential information discreetly

Have a passion for working efficiently with great tools, suggest new tools where there are opportunities for improvement, and be willing to learn the tools we are currently using

Have a ton of fun while doing everything above

The total rewards package at Mercury includes base salary, equity (stock options), and benefits.

Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

Our Target New Hire Base Salary Ranges For This Role Are The Following

US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $132,400 - $165,500

US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $119,200 - $149,000

Mercury values diversity & belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic. We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role.

We use Covey as part of our hiring and / or promotional process for jobs in NYC and certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using

Covey Scout for Inbound

on January 22, 2024.

[Please see the independent bias audit report covering our use of Covey for more information.]

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