Manager, Analytics & Data Science

Mercury is building a connected, trusted people analytics capability that puts decision-ready data and insights in the hands of leaders when and where they need them. The Manager, People Analytics & Data Science will help build that capability from the data foundation through the leader experience.

This role will build reliable data pipelines and analytical datasets, establish trusted metric definitions, and deliver robust dashboards that enable self-service people data for Mercury leaders. The role will also conduct targeted research and advanced analysis—including predictive and AI-enabled methods where appropriate—to surface new insights on workforce risks, capacity, performance, productivity, and other priorities.

The successful candidate will combine technical depth with strong business judgment. They will be able to move from a business question to a data model, from a data model to a clear dashboard, and from an observed pattern to a well-supported recommendation. This is a builder role for someone who wants to make people data easier to trust, easier to use, and more useful in the flow of business decisions.

An in-person interview may be required during the hiring process

State specific pay scales for this role are as follows:$128,136 to $252,194 (NJ, NY, WA, HI, AK, MD, CT, RI, MA)

$116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)

$104,839 to $206,340 (UT, , MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)

In CA:
Typical hiring range is $171,148 to $209,181

The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.

• Partner with data engineers to design, build, and maintain reliable data pipelines and analytical datasets that bring together people, organizational, operational, and business data from relevant sources.
• Develop reusable data models, transformations, validation checks, documentation, and monitoring that support accurate and repeatable analysis.
• Partner with HR Tech, Enterprise Data Science, Data & Analytics, Finance, and other technical teams on source systems, data architecture, integrations, access, and data quality.
• Translate business and People questions into clear data requirements, grains, dimensions, logic, refresh expectations, and ownership.
• Establish and maintain metric contracts that document definitions, calculation logic, sources, refresh cadence, interpretation, stewardship, and action path.
• Improve the reliability, transparency, privacy, and usability of people data as Mercury evolves its HRIS and broader data ecosystem.

• Own the end-to-end delivery of leader-facing people data products, from discovery and prioritization through launch, adoption, and iteration.
• Build robust operational and executive dashboards that connect people metrics to business and workforce outcomes.
• Deliver focused dashboard experiences that help leaders answer what changed, what may be contributing, and what action to take next.
• Design for self-service by developing intuitive personas, access patterns, definitions, documentation, enablement, and feedback loops.
• Embed relevant people insights into existing executive reporting and operating rhythms wherever possible rather than creating disconnected destinations.
• Measure usage, trust, decision relevance, and adoption; use feedback and evidence to expand, refine, or retire products.

• Conduct targeted research and analysis on prioritized questions such as attrition risk, critical-role readiness,…