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 discree