Sr Compensation Partner

Arthur J. Gallagher · United States · $101,167–$204,439 (stated in the posting)

Apply on the company website

Position Summary:

The Senior Compensation Partner serves as a strategic compensation business partner to assigned client groups, working closely with executives, People Business Partners, Talent Acquisition and Finance. The role brings structure and rigor to complex, sometimes ambiguous compensation questions and recommends solutions grounded in Mercury’s compensation philosophy, business needs, market data and internal equity.

This supports the Sr. Manager Compensation and the design, strategy, and day-to-day execution of compensation programs that help us attract and retain exceptional talent. The Senior Compensation Partner also helps evolve Mercury’s compensation framework, processes and tools so leaders can make consistent, well-informed pay decisions.

An in-person interview may be required during the hiring process

State specific pay scales for this role are as follows:
$101,167 to $204,439 (NJ, NY, WA, HI, AK, MD, CT, RI, MA)
$91,970 to $185,853 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)
$82,773 to $167,268 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV)

In CA: Typical hiring range is $137,523 to $168,083

The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.

Essential Job Functions:

Strategic Compensation Partnership

• Serve as the strategic compensation partner for assigned business groups; build relationships and organizational context with executives, People Business Partners, Talent Acquisition and business leaders.
• Navigate ambiguous or complex compensation questions, clarify the business need and recommend tailored, practical solutions consistent with Mercury’s compensation philosophy and guidelines.
• Act as a subject-matter expert on pay decisions, policy and guideline interpretation, and job evaluations; counsel and educate HR partners, managers and leaders.
• Advise on hiring, promotion, transfer, retention and other pay decisions using market benchmarks, internal relationships, role scope, budget parameters and applicable policy.

Annual Compensation Programs and Executive Communication

• Lead the annual compensation cycle, including performance management, base pay increase planning, bonus, equity and promotion recommendations, base pay increase budgets and incentive-program administration.
• Identify historical issues and recommend improvements to compensation processes and programs; coordinate accurate and timely implementation with People Business Partners, Finance, HRIS and leaders.
• Configure and test compensation tools and software used to launch performance-management and base pay increase planning processes; support compensation tool implementation, implementation planning, testing and rollout.
• Develop and deliver enablement on Mercury’s compensation philosophy, programs and tools for managers, People Business Partners and other stakeholders.
• Prepare practical guidance, job aids and communications that help non-specialists apply compensation programs consistently and make informed decisions.

Team Coaching and Knowledge Sharing

• Coach, mentor and provide day-to-day guidance to junior Compensation team members on market pricing, job evaluation, compensation analysis, cycle execution and stakeholder communication.
• Review work products, share subject-matter knowledge and provide constructive feedback that builds capability and supports accurate, consistent compensation practices.

Scalable Processes, Governance, and Systems

• Partner cross-functionally to design and improve scalable processes that support consistent, high-quality compensation decisions across the organization.
• Apply compensation policies and applicable federal and state requirements, including FLSA standards related to minimum wage, overtime and exemption status, in partnership with relevant stakeholders.
• Participate in audits and data reviews; maintain documentation and approval controls, protect confidential information, and exercise independent judgment on matters with potential legal or financial exposure.
• Support compensation technology and HRIS processes, including requirements, testing, issue resolution, documentation and rollout of enhancements.
• Conduct ad hoc analyses and contribute to compensation projects and continuous-improvement initiatives.

Responsible AI and Analytical Innovation

• Use approved AI-enabled tools and automation, where appropriate, to accelerate compensation research, data synthesis, benchmarking, scenario analysis and the development of manager guidance and presentations.
• Validate AI-generated analysis and content against source data, methodology and business context; assess outputs for accuracy, bias and fairness, and retain human accountability for recommendations and decisions.
• Protect confidential compensation and employee information by using AI tools only in accordance with Mercury’s data-security, privacy and acceptable-use requirements.

Education:

Minimum:

• Bachelor’s degree in Human Resources, Finance, Business or a related field.

Preferred:

• Certified Compensation Professional (CCP) designation or progress toward certification, or another relevant compensation or HR certification.

Experience:

Minimum:

• Five or more years of compensation-focused experience, ideally spanning compensation program design and execution and compensation business partnership.

Preferred:

• Seven or more years of progressive Compensation experience, with experience advising business leaders and supporting compensation programs in a complex, multi-location or regulated organization.

Knowledge and Skills:

Minimum:

• Demonstrated expertise in compensation program design and execution, including market benchmarking tools, salary survey participation and job architecture or leveling frameworks.
• Track record of managing compensation programs or cycles end-to-end, including budget modeling, manager enablement, edge-case resolution and stakeholder rollups.
• Proficiency in financial modeling and data analysis, with the ability to build and QA compensation models in advanced Microsoft Excel or Google Sheets.
• Strong written communication skills and the ability to translate complex compensation concepts and analysis into clear guidance for non-specialist audiences.
• Ability to build trusted relationships, influence stakeholders and present clear recommendations to senior leaders and executive audiences.
• Sound judgment, analytical problem-solving skills and ability to manage competing priorities while handling confidential information with integrity.
• Ability to coach and mentor junior team members, review work and provide constructive guidance that supports their development.
• Ability to use AI-enabled tools responsibly for analysis and work-product development, verify outputs, consider bias and fairness, and protect confidential information.

Preferred:

• Experience with market-data providers or benchmarking platforms such as Radford, Mercer or similar services; experience with incentive and equity-based compensation is also valued.
• Experience partnering with G&A functions such as Finance, Legal, People or similar groups, or working in a high-growth or rapidly evolving environment.
• Experience creating compensation enablement materials, improving compensation processes or implementing compensation technology.

Why choose a career at Mercury?

At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.

Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life.

We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.

Learn more about us here: https://www.mercuryinsurance.com/about/careers

#LI-NW1

We offer many great benefits, including:

• 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

Mercury Insurance is an equal opportunity employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law.

Mercury is committed to working with and providing reasonable accommodations for qualified individuals with disabilities who need assistance with the application and/or employment consideration process. If you require an accommodation, you may contact us by sending an e-mail to recruiting@mercuryinsurance.com. Please include your name, contact information, and a description of your requested accommodation in your message.

Essential Job Functions:

Strategic Compensation Partnership

• Serve as the strategic compensation partner for assigned business groups; build relationships and organizational context with executives, People Business Partners, Talent Acquisition and business leaders.
• Navigate ambiguous or complex compensation questions, clarify the business need and recommend tailored, practical solutions consistent with Mercury’s compensation philosophy and guidelines.
• Act as a subject-matter expert on pay decisions, policy and guideline interpretation, and job evaluations; counsel and educate HR partners, managers and leaders.
• Advise on hiring, promotion, transfer, retention and other pay decisions using market benchmarks, internal relationships, role scope, budget parameters and applicable policy.

Annual Compensation Programs and Executive Communication

• Lead the annual compensation cycle, including performance management, base pay increase planning, bonus, equity and promotion recommendations, base pay increase budgets and incentive-program administration.
• Identify historical issues and recommend improvements to compensation processes and programs; coordinate accurate and timely implementation with People Business Partners, Finance, HRIS and leaders.
• Configure and test compensation tools and software used to launch performance-management and base pay increase planning processes; support compensation tool implementation, implementation planning, testing and rollout.
• Develop and deliver enablement on Mercury’s compensation philosophy, programs and tools for managers, People Business Partners and other stakeholders.
• Prepare practical guidance, job aids and communications that help non-specialists apply compensation programs consistently and make informed decisions.

Team Coaching and Knowledge Sharing

• Coach, mentor and provide day-to-day guidance to junior Compensation team members on market pricing, job evaluation, compensation analysis, cycle execution and stakeholder communication.
• Review work products, share subject-matter knowledge and provide constructive feedback that builds capability and supports accurate, consistent compensation practices.

Scalable Processes, Governance, and Systems

• Partner cross-functionally to design and improve scalable processes that support consistent, high-quality compensation decisions across the organization.
• Apply compensation policies and applicable federal and state requirements, including FLSA standards related to minimum wage, overtime and exemption status, in partnership with relevant stakeholders.
• Participate in audits and data reviews; maintain documentation and approval controls, protect confidential information, and exercise independent judgment on matters with potential legal or financial exposure.
• Support compensation technology and HRIS processes, including requirements, testing, issue resolution, documentation and rollout of enhancements.
• Conduct ad hoc analyses and contribute to compensation projects and continuous-improvement initiatives.

Responsible AI and Analytical Innovation

• Use approved AI-enabled tools and automation, where appropriate, to accelerate compensation research, data synthesis, benchmarking, scenario analysis and the development of manager guidance and presentations.
• Validate AI-generated analysis and content against source data, methodology and business context; assess outputs for accuracy, bias and fairness, and retain human accountability for recommendations and decisions.
• Protect confidential compensation and employee information by using AI tools only in accordance with Mercury’s data-security, privacy and acceptable-use requirements.

Education:

Minimum:

• Bachelor’s degree in Human Resources, Finance, Business or a related field.

Preferred:

• Certified Compensation Professional (CCP) designation or progress toward certification, or another relevant compensation or HR certification.

Experience:

Minimum:

• Five or more years of compensation-focused experience, ideally spanning compensation program design and execution and compensation business partnership.

Preferred:

• Seven or more years of progressive Compensation experience, with experience advising business leaders and supporting compensation programs in a complex, multi-location or regulated organization.

Knowledge and Skills:

Minimum:

• Demonstrated expertise in compensation program design and execution, including market benchmarking tools, salary survey participation and job architecture or leveling frameworks.
• Track record of managing compensation programs or cycles end-to-end, including budget modeling, manager enablement, edge-case resolution and stakeholder rollups.
• Proficiency in financial modeling and data analysis, with the ability to build and QA compensation models in advanced Microsoft Excel or Google Sheets.
• Strong written communication skills and the ability to translate complex compensation concepts and analysis into clear guidance for non-specialist audiences.
• Ability to build trusted relationships, influence stakeholders and present clear recommendations to senior leaders and executive audiences.
• Sound judgment, analytical problem-solving skills and ability to manage competing priorities while handling confidential information with integrity.
• Ability to coach and mentor junior team members, review work and provide constructive guidance that supports their development.
• Ability to use AI-enabled tools responsibly for analysis and work-product development, verify outputs, consider bias and fairness, and protect confidential information.

Preferred:

• Experience with market-data providers or benchmarking platforms such as Radford, Mercer or similar services; experience with incentive and equity-based compensation is also valued.
• Experience partnering with G&A functions such as Finance, Legal, People or similar groups, or working in a high-growth or rapidly evolving environment.
• Experience creating compensation enablement materials, improving compensation processes or implementing compensation technology.

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