Senior People Partner - Legal, Compliance, & Risk

At Mercury, we believe exceptional companies are built by exceptional people — and we invest deeply in creating an environment where talented individuals can thrive. Our People Partners play a critical role in that, by coaching leaders and managers to build engaged, productive, inclusive teams. We’re looking for a Senior People Partner to partner with our Legal, Compliance, and Risk organizations.

In this role, you will report to our Head of People Partners. You’ll play a meaningful role in shaping team health, manager effectiveness, employee growth, and organizational scale during a pivotal stage of Mercury’s growth. You’ll work closely with leaders as you support and consult across a variety of people processes and programs, including career development, performance management, employee relations, executive coaching, and organizational design. If you’re energized by solving people challenges, building strong relationships, and helping a mission-driven company scale intentionally, this is an opportunity to make a real impact from day one.

*Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.

Here Are Some Things You’ll Do On The Job

Deeply understand the business as a whole and act as a strategic HR partner to executives and leaders across Legal, Compliance, and Risk.

Provide a consultative approach that combines HR expertise, business savvy, and intuition to diagnose issues and provide creative HR solutions.

Advise leaders and managers on all things people-related, such as performance management & coaching, employee relations, leveling processes and organizational development.

Keep a finger on the pulse of organizational health, and design interventions as you spot potential challenges or areas of risk.

Partner with cross-functional People team colleagues to build impactful programs spanning recruiting, talent management, employee relations, internal mobility, employee engagement.

Drive key talent processes with your client groups including annual performance reviews, talent planning, and compensation cycles.

You Should

Have a bachelor’s degree or something you feel is equivalent.

Have 7-10+ years of experience in a people-facing HR role, with at least 2 years as an HRBP. Preferably, you’ve spent most of your time at high growth companies.

Be skilled in coaching, facilitation, and influencing colleagues at different levels.

Love building thoughtful, innovative people processes that can scale.

Be willing to say the hard thing and speak up for what you believe in.

Be passionate about tackling problems and solving them in a creative and principled way.

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 (Radford, Workday, Lattice, Notion).

Have a ton of fun while doing everything above!

The total rewards package at Mercury includes base salary, equity (stock options/RSUs), 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: $163,000 – $203,800

US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $146,700 – $183,400

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.

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