HR Business Partner

Requirements 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 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 discreetly Have a passion for working efficiently with great tools, suggest new tools where there are opportunities for improvement, and be willing to learn the tools we are currently using (Radford, Workday, Lattice, Notion) Have a ton of fun while doing everything above! What the job involves 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 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 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 #J-18808-Ljbffr