Sr Manager, Performance and Culture

OverviewJoin 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. Geo-Salary InformationAn in-person interview may be required during the hiring processState specific pay scales for this role are as follows:$128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA)$116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)$104,839 to $206,340 (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 $171,148 to $209,181 The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.ResponsibilitiesEssential Job FunctionsDrive the Enterprise Culture and Talent AgendaDrive Mercury’s Talent & Culture strategy in alignment with Mercury’s values, business priorities, growth plans, and long-term capability needsShape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable wayBring a modern, external perspective on what high-performing cultures need to thrive in changing environmentsDrive Performance, Talent, and Leadership DevelopmentDrive the company’s approach to performance management, talent reviews, succession, leadership development, and internal mobilityEnsure talent practices are clear, disciplined, and aligned to company performance and future capability needsBuild leadership development strategies that raise the bar on people management, coaching, accountability, and team effectivenessPartner 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 readinessDesign and Ensure Career Architecture and Skills are Relevant and Future ReadyDrive design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standardsEnsure the framework drives clarity, internal equity, and market competitiveness across roles and functionsPartner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skillsUse career architecture to enable stronger talent planning, talent decisions, and alignment of compensation and performance practices to business strategyShape Employee Experience and EngagementOwn the strategy for employee experience, engagement, listening, and culture healthUse employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful actionStrengthening the employee experience across key moments that matter, from onboarding through growth, development, and changeHelp ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great workAdvance ESG and Inclusion PrioritiesLead the people and culture dimensions of the company’s ESG strategy, with a focus on inclusion, employee experience, responsible leadership, and community impactPartner across the organization to embed inclusion into leadership, development, engagement, and talent practicesHelp leaders build inclusive, high-performing teams where employees can thriveUse data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goalsWhat Success Looks LikeTalent & Culture is viewed as a strategic advantage and driver of company performanceCulture is intentional, measurable, and reinforced through leadership behavior and operating normsLeaders are stronger, more effective, and better equipped to build high-performing teamsPerformance and talent practices are clear, disciplined, and trusted across the companySkills and job architecture are current and actively used to support analytics and informed decision-makingEngagement insights lead to visible action and a stronger employee experienceESG and inclusion priorities are reflected in credible people practices and leadership expectationsQualificationsEducation:Bachelor