About this role
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 Generalist to partner with our Risk & Banking* Operations organization.
In this role, you will report to our Head of People Partners and work closely with the Senior People Partner aligned to Legal, Compliance, and Risk. 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 an HR partner to leadership across Risk & Banking Ops. You’ll be primarily focused on manager to director levels.
• While Risk & Banking Ops will be your primary client, you’ll have the opportunity to partner with managers across other organizations for broader exposure and impact.
• 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.
• Support an organization with a variety of different job families and types of roles; from non-exempt ops, to strategy roles.
• 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 2–4 years of experience in a people-facing HR role - preferably at a high growth company.
• Be skilled in coaching, facilitation, and influencing colleagues at different levels.
• Love building thoughtful, innovative people processes that can scale.