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Role Description

The People Operations & Analytics team powers Mercury’s People strategy by transforming integrated data, systems, automation, and processes into predictive insights, actionable decisions, and seamless employee/manager experiences. We’re building a data-driven, AI-enabled function that anticipates needs, reduces friction, and directly drives business performance—turning people data into a competitive advantage. The Director of People Operations & Analytics spearheads this evolution, driving the strategy, team, and impact that make our people function a strategic powerhouse.

Responsibilities

What you’ll do:

• Build and own a connected people-data ecosystem
• Design/maintain integrated data flows across HRIS, talent, engagement, performance, compensation, and business systems for real-time insights, scenario modeling, and executive decision support.
• Deliver business-aligned dashboards and insights
• Create executive- and manager-facing dashboards linking key people metrics (hiring velocity, attrition, engagement, performance, skills coverage, capacity) to core outcomes like revenue growth, productivity, quality, and customer experience.
• Lead predictive analytics and foresight
• Develop and deploy models/predictive tools to forecast attrition risk, capability gaps, capacity constraints, performance trends, and talent needs—informing proactive workforce planning, investments, and operational strategy.
• Lead People Team operations and service excellence
• Oversee end-to-end People Team service delivery, including case management, issue resolution, SLAs, and continuous process improvement to ensure consistent, empathetic, high-quality support.
• Drive automation, self-service, and AI innovation
• Scale self-service portals, automated workflows, AI-powered tools (e.g., knowledge assistants, intelligent case routing, guided decision support, chat interfaces) to eliminate friction, standardize experiences, and shift capacity toward strategic advisory work.
• Steward HRIS, data governance, and employee journeys
• Own HRIS configuration, integrations, data integrity, compliance, and governance; architect system-enabled processes that deliver intuitive, consistent experiences across the full employee lifecycle (onboarding → development → offboarding).
• Co-lead talent planning and forecasting
• Partner closely with Talent Acquisition and People Business Partners to provide analytics-driven headcount forecasting, scenario modeling, skills mapping, and capacity planning aligned to business growth and future needs.

What success looks like in 12–18 months

• Leaders rely on real-time, predictive people insights to make faster, evidence-based decisions tied to business results
• Attrition and capability risks are anticipated and mitigated proactively
• Employee/manager self-service adoption is high, with significantly reduced manual tickets and friction
• Data quality and governance are best-in-class, enabling trust in all reporting and modeling
• AI/automation tools free the People team for higher-value strategic work
• People metrics contribute to improved business outcomes (e.g., faster scaling, better retention, higher productivity)

Qualifications

• Minimum: Bachelor’s degree required, Master’s degree in Analytics, Data Science or related field preferred
• Preferred: MBA HR or HR certifications a plus
• 8–12+ years in People Analytics, People Operations, HRIS, or related fields, with experience leading teams

Skills & Abilities

• Analytics and insights – Proven ability to interpret HR, talent, and business data to drive decisions; experience with dashboards, reporting, and communicating insights to leaders
• Dashboarding and visualization – Hands-on experience building integrated, executive-ready dashboards that connect people metrics (e.g., hiring, attrition, engagement, performance, skills, capacity) to business outcomes
• Predictive analytics – Demonstrated capability using statistical or predictive methods to anticipate attrition risk, capability gaps, capacity constraints, and performance/productivity trends
• HR operations and service delivery – Experience leading People/HR Operations or shared services, including case management, issue resolution, SLAs, and continuous improvement
• Process design and optimization – Track record simplifying and standardizing end to end HR processes to reduce friction and improve employee and manager experience.
• Workflow automation and AI enablement – Experience implementing self-service, workflow automation, and/or AI-enabled solutions (e.g., knowledge assistants, guided workflows, chatbots)
• HRIS and data governance – Deep understanding of HRIS configuration, integrations, and data structures; strong discipline around data quality, controls, and compliance
• Employee journey design – Ability to design and improve holistic employee and manager journeys, ensuring consistent, intuitive, and scalable experiences across the lifecycle
• Workforce and talent planning – Experience partnering with Talent Acquisition and HR/People Business Partners on headcount planning, forecasting, and scenario modeling
• Business acumen and influence – Strong understanding of how people metrics connect to financial and operational outcomes; confident advising senior leaders and challenging assumptions with data-driven recommendations

Benefits

• 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

Company Description

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.