Senior Manager, Compensation

Role Overview

• 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.
• 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.
• 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.
• 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.

Requirements

• Minimum: Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics or related field.
• 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 knowledge of compensation design and governance (base pay, incentives, equity, job architecture, pay equity, market pricing, and pay transparency).
• Strong analytical and modeling skills, with expertise in Excel/Sheets and familiarity with HRIS/comp tools; comfort working with large datasets.
• Demonstrated ability to navigate ambiguity, balance competing priorities, and operate at both strategic and hands-on levels.
• Exceptional consulting, communication, and stakeholder management skills, including experience presenting to executive audiences and/or Boards.

Benefits

• Competitive compensation
• Flexibility to work from anywhere in the United States for most positions
• Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
• Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
• Medical, dental, vision, life, and pet insurance
• 401 (k) retirement savings plan with company match
• Engaging work environment
• Promotional opportunities
• Education assistance
• Professional and personal development opportunities
• Company recognition program
• Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more