Manager, People Analytics & Data Science

Overview

Position Summary:

Mercury is building a connected, trusted people analytics capability that puts decision-ready data and insights in the hands of leaders when and where they need them. The Manager, People Analytics & Data Science will help build that capability from the data foundation through the leader experience.

This role will build reliable data pipelines and analytical datasets, establish trusted metric definitions, and deliver robust dashboards that enable self-service people data for Mercury leaders. The role will also conduct targeted research and advanced analysis-including predictive and AI-enabled methods where appropriate-to surface new insights on workforce risks, capacity, performance, productivity, and other priorities.

The successful candidate will combine technical depth with strong business judgment. They will be able to move from a business question to a data model, from a data model to a clear dashboard, and from an observed pattern to a well-supported recommendation. This is a builder role for someone who wants to make people data easier to trust, easier to use, and more useful in the flow of business decisions.

Geo-Salary Information

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

State specific pay scales for this role are as follows:$128,136 to $252,194 (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.

Responsibilities

Data foundation and analytics engineering

• Partner with data engineers to design, build, and maintain reliable data pipelines and analytical datasets that bring together people, organizational, operational, and business data from relevant sources.
• Develop reusable data models, transformations, validation checks, documentation, and monitoring that support accurate and repeatable analysis.
• Partner with HR Tech, Enterprise Data Science, Data & Analytics, Finance, and other technical teams on source systems, data architecture, integrations, access, and data quality.
• Translate business and People questions into clear data requirements, grains, dimensions, logic, refresh expectations, and ownership.
• Establish and maintain metric contracts that document definitions, calculation logic, sources, refresh cadence, interpretation, stewardship, and action path.
• Improve the reliability, transparency, privacy, and usability of people data as Mercury evolves its HRIS and broader data ecosystem.

Dashboards and self-service people data

• Own the end-to-end delivery of leader-facing people data products, from discovery and prioritization through launch, adoption, and iteration.
• Build robust operational and executive dashboards that connect people metrics to business and workforce outcomes.
• Deliver focused dashboard experiences that help leaders answer what changed, what may be contributing, and what action to take next.
• Design for self-service by developing intuitive personas, access patterns, definitions, documentation, enablement, and feedback loops.
• Embed relevant people insights into existing executive reporting and operating rhythms wherever possible rather than creating disconnected destinations.
• Measure usage, trust, decision relevance, and adoption; use feedback and evidence to expand, refine, or retire products.

Research, advanced analytics, and predictive insight

• Conduct targeted research and analysis on prioritized questions such as attrition risk, critical-role readiness, capacity constraints, workforce planning, manager effectiveness, performance, productivity, and AI-enabled work.
• Apply exploratory analysis, statistical methods, experimentation, forecasting, segmentation, and predictive modeling as appropriate to the question and data quality.
• Translate complex analysis into clear findings, limitations, implications, and recommendations for People and business leaders.
• Design analyses with appropriate validation, explainability, privacy protections, and bias-awareness; treat models as decision support, not a substitute for accountable human judgment.
• Develop repeatable approaches for research intake, hypothesis formation, analysis, peer review, storytelling, and follow-through.
• Partner with stakeholders to connect analytical findings to decisions, interventions, and measures of impact.

Partnership and capability building

• Build trusted relationships with People leaders, business leaders, Finance, HR Tech, Enterprise Data Science, and other partners.
• Shape and maintain an analytics roadmap that balances foundational data work, self-service products, and targeted research.
• Establish practical standards for data quality, versioning, testing, documentation, access, and responsible use of people data.
• Help leaders and People partners build confidence and fluency in using people metrics and insights.
• Lead through influence and contribute to a high-performing, collaborative People Ops, Tech & Analytics team.

What success looks like

• Leaders can access trusted people metrics in the tools and business rhythms where decisions already happen.
• Core dashboards are clear, adopted, well-governed, and connected to meaningful business questions.
• Data pipelines, metric definitions, and analytical products are reliable enough to support recurring decisions-not just one-time requests.
• Targeted research produces new, decision-relevant insight on priority workforce questions.
• The team has a scalable roadmap for expanding self-service, predictive analysis, and future HRIS-enabled analytics.

Qualifications

Education

• Bachelor’s degree in data science, statistics, computer science, mathematics, engineering, economics, business analytics, or a related field

Experience

• 7+ years of experience in data science, people analytics, analytics engineering, business intelligence, data engineering, or a related field.
• Experience with People Analytics, HR data, workforce planning, talent, compensation, performance, or organizational research.
• Demonstrated experience building data pipelines, analytical datasets, data models, or other reusable analytics infrastructure.
• Demonstrated experience developing dashboards or self-service analytics products for business stakeholders.
• Demonstrated experience applying statistical analysis, experimentation, forecasting, segmentation, or predictive modeling to complex business questions.
• Demonstrated ability to communicate analytical findings clearly to senior leaders and non-technical audiences.
• Strong hands-on skills with SQL and Python or R, plus experience with modern data pipelines, transformation, testing, and analytical workflows.
• Experience with data modeling, semantic layers, BI tools, cloud data platforms, version control, and production-quality documentation.
• Strong foundation in statistics, experimental design, causal reasoning, predictive modeling, and model evaluation.

Knowledge and Skills:

• Able to distinguish between a reporting need, a diagnostic question, and a research or modeling question-and choose an appropriately rigorous solution.
• Product-minded and user-centered: starts with the decision and designs the data experience around the user.
• Strong storyteller who can make complex analysis clear, precise, and actionable without overstating certainty.
• Highly collaborative, curious, pragmatic, and comfortable working across business and technical teams.
• Strong judgment and discretion when handling confidential, sensitive, or personally identifiable People data.
• Comfortable using AI and collaboration tools to improve productivity while applying responsible-use principles.
• Able to build in ambiguity, establish standards without over-engineering, and continuously improve the quality of the work.

About the Company

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

Perks and Benefits

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 [email protected]. Please include your name, contact information, and a description of your requested accommodation in your message.

Pay Range