Sr Manager

Position Summary

The Sr. Manager, Compensation is a strategic enterprise leader responsible for designing and governing Mercury’s total compensation strategy across executive, sales, and broad-based employee populations. This role operates beyond conventional structures, leveraging data, creativity, and deep business partnership to shape philosophy, programs, and practices that drive performance, support critical skills, and reinforce Mercury’s culture and values.

You will lead a team of compensation professionals, partner closely with HR Business Partners, Talent Acquisition, Finance, People Analytics and business leaders, and ensure our programs are equitable, competitive, compliant, and future-ready, including the thoughtful use of analytics and AI-enabled tools to improve decision quality and execution.

State specific pay scales for this role are as follows:

• $128,136 to $252,194 (CA, 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)

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

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

Essential Job Functions:

• Enterprise Compensation Strategy & Governance
  • Define and evolve Mercury’s total compensation philosophy across executives, sales, and all employee groups, aligning with business strategy, performance, and critical skills.
  • Establish clear governance, frameworks, and decision rights for base pay, incentives, equity, and recognition programs.
  • Lead design and ongoing refinement of executive compensation, including short and long term incentives, in partnership with Finance and the Board/Compensation Committee (as appropriate).
  • Oversee broad-based salary structures, market reference ranges, incentive plans, and job architecture, ensuring internal equity and external competitiveness.
• Analytics, Insights & Market Intelligence
  • Use robust analytics and modeling to guide compensation decisions, including market movement, pay equity, offer strategy, and program effectiveness.
  • Lead participation in compensation surveys and market studies; translate findings into actionable insights, updated structures, and recommendations for leaders.
  • Identify opportunities to integrate AI and automation to reduce manual effort, increase accuracy, and enhance manager and employee experience.
  • Lead enterprise initiatives such as pay equity, annual compensation cycles, job architecture modernization, pay transparency readiness, and workforce planning support.
  • Drive cross‑functional projects with People and Technology teams to build and refine comp dashboards, tools, and manager‑facing resources.
• Business Partnership & Advisory
  • Serve as the primary compensation advisor to senior and executive leaders, providing clear, pragmatic guidance on complex topics (e.g., offers, retention, organization changes, incentive design).
  • Educate and enable People Business Partners, Talent Acquisition, and managers on compensation philosophy, programs, and best practices.
• People Leadership & Capability Building
  • Lead, mentor, and develop the compensation team, building deep subject‑matter expertise, business acumen, and consulting skills.
  • Foster a culture of learning, feedback, inclusivity, and continuous improvement within the team and across the broader People function.

• Minimum:
  Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics or related field.
• Preferred: MBA HR or HR certifications a plus.

• 12+ years of progressive compensation experience in complex, fast-paced organizations; experience spanning executive, sales, and broad-based compensation is required.
• 8+ years experience leading and developing teams, and directing complex, cross‑functional programs from design through implementation.

• Proven track record partnering directly with senior and executive leaders and influencing strategic decisions.
• Deep…