Sr Compensation Partner

Mercury Insurance Services, LLC•Remote,

10d•$82,773 - $204,439

About The Position

The Senior Compensation Partner serves as a strategic compensation business partner to assigned client groups, working closely with executives, People Business Partners, Talent Acquisition and Finance. The role brings structure and rigor to complex compensation questions and recommends solutions grounded in Mercury’s compensation philosophy, business needs, market data and internal equity. The position supports the Sr. Manager Compensation and the design, strategy and day-to-day execution of compensation programs that help attract and retain talent. It also helps evolve Mercury’s compensation framework, processes and tools so leaders can make consistent, well-informed pay decisions. The role leads annual compensation programs, advises stakeholders on pay decisions and job evaluations, improves scalable processes and compensation technology, and coaches junior Compensation team members. It uses approved AI-enabled tools and automation where appropriate, with human validation and accountability, while protecting confidential employee and compensation information. The expected base salary varies by experience, skills and location. Published state-specific salary ranges are $101,167–$204,439 for NJ, NY, WA, HI, AK, MD, CT, RI and MA; $91,970–$185,853 for NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH and ME; and $82,773–$167,268 for UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC and WV. In California, the typical hiring range is $137,523–$168,083. An in-person interview may be required during the hiring process.

Requirements

Bachelor’s degree in Human Resources, Finance, Business or a related field.
At least five years of compensation-focused experience, ideally including compensation program design and execution and compensation business partnership.
Expertise in compensation program design and execution, including market benchmarking tools, salary survey participation and job architecture or leveling frameworks.
Experience managing compensation programs or cycles end-to-end, including budget modeling, manager enablement, edge-case resolution and stakeholder rollups.
Proficiency in financial modeling and data analysis, including building and quality-checking compensation models in advanced Microsoft Excel or Google Sheets.
Strong written communication skills and the ability to translate complex compensation concepts and analysis into clear guidance for non-specialists.
Ability to build trusted relationships, influence stakeholders and present clear recommendations to senior leaders and executives.
Sound judgment, analytical problem-solving skills and ability to manage competing priorities while handling confidential information with integrity.
Ability to coach and mentor junior team members, review their work and provide constructive developmental guidance.
Ability to use AI-enabled tools responsibly, verify outputs, consider bias and fairness, and protect confidential information.

Nice To Haves

Certified Compensation Professional (CCP) designation or progress toward certification, or another relevant compensation or HR certification.
Seven or more years of progressive Compensation experience, including advising business leaders and supporting compensation programs in a complex, multi-location or regulated organization.
Experience with market-data providers or benchmarking platforms such as Radford, Mercer or similar services.
Experience with incentive and equity-based compensation.
Experience partnering with G&A functions such as Finance, Legal or People, or working in a high-growth or rapidly evolving environment.
Experience creating compensation enablement materials, improving compensation processes or implementing compensation technology.

Responsibilities

Serve as the strategic compensation partner for assigned business groups and build relationships and organizational context with executives, People Business Partners, Talent Acquisition and business leaders.
Clarify business needs and recommend practical compensation solutions for ambiguous or complex questions that are consistent with Mercury’s compensation philosophy and guidelines.
Advise on pay decisions, policy and guideline interpretation, job evaluations, hiring, promotions, transfers and retention using market benchmarks, internal relationships, role scope, budget parameters and applicable policy.
Lead the annual compensation cycle, including performance management, base pay increase planning, bonus, equity and promotion recommendations, budgets and incentive-program administration.
Identify issues and recommend improvements to compensation processes and programs; coordinate accurate, timely implementation with People Business Partners, Finance, HRIS and leaders.
Configure and test compensation tools and software, and support implementation planning, testing and rollout.
Develop and deliver enablement on compensation philosophy, programs and tools for managers, People Business Partners and other stakeholders.
Prepare guidance, job aids and communications that help non-specialists consistently apply compensation programs and make informed decisions.
Coach and mentor junior Compensation team members on market pricing, job evaluation, compensation analysis, cycle execution and stakeholder communication.
Review work products, share subject-matter knowledge and provide constructive feedback to build capability and support accurate, consistent practices.
Partner cross-functionally to design and improve scalable processes for consistent, high-quality compensation decisions.
Apply compensation policies and relevant federal and state requirements, including FLSA standards related to minimum wage, overtime and exemption status.
Participate in audits and data reviews; maintain documentation and approval controls, protect confidential information and exercise independent judgment on matters with potential legal or financial exposure.
Support compensation technology and HRIS processes, including requirements, testing, issue resolution, documentation and rollout of enhancements.
Conduct ad hoc analyses and contribute to compensation projects and continuous-improvement initiatives.
Use approved AI tools and automation where appropriate for compensation research, data synthesis, benchmarking, scenario analysis and development of guidance and presentations.
Validate AI-generated analysis and content against source data, methodology and business context; assess accuracy, bias and fairness, and retain human accountability for recommendations and decisions.
Use AI tools only in accordance with data-security, privacy and acceptable-use requirements to protect confidential compensation and employee information.

Benefits

Competitive compensation
Paid time off, including vacation time, sick time, nine paid Company holidays and volunteer hours
Incentive bonus programs, with potential for holiday, referral and performance-based bonuses
Medical, dental, vision, life and pet insurance
401(k) retirement savings plan with company match
Education assistance
Professional and personal development opportunities
Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions and child and eldercare resources
Flexibility to work from anywhere in the United States for most positions
Engaging work environment
Promotional opportunities
Company recognition program