Join an amazing team that is consistently recognized for our achievements and culture, including our most recent Forbes award of being one of America's Best Midsize Employers for 2026!

Position Summary:

This is an opportunity to shape the future of talent and culture at Mercury. We are looking for a strategic, forward-thinking leader to help build a high-performing, disciplined, and human-centered organization by advancing our approach to performance, culture, employee experience, and career architecture.

In this role, you will help define how Mercury grows: strengthening leadership, building scalable talent practices, creating clearer career paths, and ensuring employees have the environment, clarity, and support to do great work. If you are energized by connecting people strategy to business strategy, bringing structure to important decisions, and building the kind of culture that helps a company thrive over time, this is a chance to make meaningful enterprise-wide impact.

• Drive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needs
• Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
• Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments

• Drive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobility
• Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
• Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
• Partner with the People Business Partner team and senior leaders to identify organizational and leadership capability gaps and put plans in place to strengthen bench strength and readiness

• Drive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards
• Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions
• Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills
• Use career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategy

• Own the strategy for employee experience, engagement, listening, and culture health
• Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
• Strengthening the employee experience across key moments that matter, from onboarding through growth, development, and change
• Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work

• Lead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impact
• Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices
• Help leaders build inclusive, high-performing teams where employees can thrive
• Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals

• Talent & Culture is viewed as a strategic advantage and driver of company performance
• Culture is intentional, measurable, and reinforced through leadership behavior and operating norms
• Leaders are stronger, more effective, and better equipped to build high-performing teams
• Performance and talent practices are clear, disciplined, and trusted across the company
• Skills and job architecture are current and actively used to support analytics and informed decision-making
• Engagement insights lead to visible action and a stronger employee experience
• ESG and inclusion priorities are reflected in credible people practices and leadership expectations

• Bachelor’s degree required

• 8+ years of progressive experience in talent, culture, organizational effectiveness, leadership development, employee experience, or related People functions
• Experience designing and leading enterprise-wide programs across performance management, talent reviews, succession, leadership development, and employee engagement
• Experience building or evolving career architecture, career frameworks, skills strategies, or related workforce design approaches
• Experience advising senior leaders and influencing decisions across a complex organization
• Experience translating strategy into scalable programs, tools, and operating practices
• Experience using data and organizational insights to diagnose issues, prioritize action, and measure impact

• Strong business acumen and the ability to connect talent and culture priorities to company strategy and performance
• Strong judgment, discretion, and credibility when working with senior leaders and sensitive organizational issues
• Excellent written and verbal communication skills, including the ability to shape clear and authentic internal messaging
• Strong facilitation, coaching, and stakeholder management capability
• Ability to move fluidly between strategy, program design, and execution
• Strong analytical orientation, including comfort using engagement, performance, retention, and organizational health data to drive action
• High standards for clarity, rigor, accountability, and practical impact

• 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

• 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