Sr Total Rewards Analyst

Overview Position Summary: The Sr. Total Rewards Analyst supports the design, analysis, governance, and communication of Mercury’s compensation and benefits programs. This role is primarily focused on compensation, representing approximately 60% of the position, with approximately 40% focused on benefits strategy, program evaluation, governance, and communications. The analyst uses data, sound judgment, and business partnership to help ensure programs are equitable, competitive, compliant, and aligned with Mercury’s business and talent priorities. A significant portion of the role will support Mercury’s current career architecture project underway. The Sr. Total Rewards Analyst will analyze job and compensation data, assess implications for pay structures and processes, weigh in on design decisions, and provide informed recommendations to support alignment between career architecture and compensation.The role partners with HR Business Partners, Talent Acquisition, Finance, Payroll, HRIS, benefits consultants, vendors, and business leaders. Success requires strong analytical skills, attention to detail, effective communication, discretion with confidential information, and the ability to translate complex Total Rewards topics into practical recommendations. Geo-Salary Information An in-person interview may be required during the hiring process State specific pay scales for this role are as follows: $83,670 to $161,815 (NJ, NY, WA, HI, AK, MD, CT, RI, MA) $76,064 to $147,104 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)  $68,457 to $132,394 (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 $110,468 to $135,016 The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location. Responsibilities Essential Job Functions: Compensation Strategy & Analytics Support compensation philosophy, governance, and program design across employee populations. Conduct market pricing, benchmarking, internal equity, pay equity, range, and compensation analysis. Prepare models, dashboards, reports, and recommendations for HR leaders, managers, and business stakeholders. Support annual compensation planning, incentive processes, offer reviews, promotions, transfers, and other pay decisions. Maintain compensation structures, job data, range information, and related documentation in partnership with Total Rewards and HRIS teams. Career Architecture Project Play a significant role in Mercury’s current career architecture project underway. Analyze job and compensation data and assess how proposed job families, sub-families, levels, and role placement may affect pay structures, internal equity, and compensation processes. Weigh in on design decisions, identify compensation-related risks and opportunities, and provide data-driven recommendations. Support job data alignment, documentation, stakeholder coordination, communications, and integration with compensation processes. Benefits Strategy & Governance Support the strategy, governance, and ongoing evaluation of health and welfare, 401k/retirement, time-off, and other employee benefit programs. Analyze participation, utilization, cost, vendor performance, and employee experience data to inform recommendations. Partner with benefits consultants, carriers, vendors, HRIS, Payroll, and internal stakeholders to evaluate program performance, resolve issues, and support effective delivery. Support annual enrollment strategy and other benefits communications by developing and reviewing content for accuracy, clarity, and compliance. Analyze audit results, issue patterns, and plan information to identify risks and opportunities for improvement; direct administrative matters to the appropriate operational owner. Business Partnership & Advisory Provide clear, practical guidance to HR Business Partners, Talent Acquisition, managers, employees, and business leaders on compensation and benefits topics. Explain complex Total Rewards concepts in plain language and develop manager- and employee-facing materials. Protect confidential employee and company information and exercise sound judgment when handling sensitive data. Data, Tools & Continuous Improvement Use HRIS, compensation planning, reporting, spreadsheet, and other analytical tools to improve data quality, efficiency, and decision-making. Document processes, identify control points, and recommend improvements that strengthen accuracy and scalability. Manage multiple priorities, deadlines, and projects with limited supervision. Stay current on compensation and benefits practices, regulatory developments, and market trends relevant to the role. AI, Automation & Responsible Innovation Identify and responsibly use AI-enabled tools to improve Total Rewards analysis, reporting, documentation, and decision support while protecting confidential information and validating results.  Qualifications Education: Minimum: Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics Preferred: CCP, CEBS, PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant professional certification. Experience: Minimum of 5 years of progressive experience in compensation, benefits, HR analytics, or Total Rewards, with compensation as the primary area of expertise and meaningful experience supporting benefits programs. Experience with market pricing, compensation structures, annual compensation planning, pay equity, job data, and compensation analysis. Experience evaluating benefits programs, analyzing plan or vendor data, and supporting benefits strategy or communications without direct responsibility for benefits administration. Experience supporting enterprise HR initiatives, job architecture, HR technology, or other cross-functional projects is preferred. Knowledge