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Role Description

We are seeking a Head of Talent & Culture to drive our company's performance and sustainable growth by cultivating exceptional leadership, a purposeful and inclusive culture, impactful employee development, and a deeply connected, thriving workplace.

Reporting directly to the Chief People Officer, you will own the end-to-end strategy and execution of talent systems, leadership programs, performance frameworks, engagement initiatives, and employee experience enhancements. Your work will empower our people to deliver their highest-impact contributions, unlock their full potential, and build long-term career success while aligning closely with business objectives.

In this role, you will:

• Shape and activate a bold talent and culture vision that accelerates organizational performance and reinforces our core values.

Responsibilities

• Set the enterprise culture and talent agenda.
• Define and lead the company’s Talent & Culture strategy, aligned to business priorities, growth plans, and long-term capability needs.
• Partner with the executive team to strengthen organizational health, leadership quality, employee engagement, and team effectiveness.
• Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way.
• Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments.
• Lead performance, talent, and leadership development.
• Own the company’s approach to performance, talent reviews, succession, leadership development, and internal mobility.
• Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs.
• Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness.
• Partner with People Business Partner team and senior leaders to identify organizational and leadership capability gaps, and put plans in place to strengthen bench strength and readiness.
• Design and ensure job architecture and skills are relevant and future ready.
• Own the design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards.
• Ensure the framework drives clarity, internal equity, and market competitiveness across roles and functions.
• Partner with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills.
• Use job architecture to enable better talent planning, talent decisions, and alignment of compensation and performance practices to business strategy.
• Build a Forward-Looking Learning Strategy.
• Lead the design and execution of a learning and development strategy that strengthens leadership, enhances manager effectiveness, builds critical business capabilities, and prepares the organization for future needs.
• Ensure employees have meaningful development opportunities that support both individual career growth and broader company priorities.
• Create scalable, practical learning experiences that are relevant, measurable, and integrated into the flow of everyday work.
• Cultivate a culture where feedback, development, and continuous learning are embedded in how the organization operates.
• Shape employee experience and engagement.
• Own the strategy for employee experience, engagement, listening, and culture health.
• Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action.
• Strengthen the employee experience across key moments that matter, from onboarding through growth, development, and change.
• Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work.
• Lead internal communications.
• Own the company’s internal communications strategy and approach, ensuring employees are informed, aligned, and connected to business priorities.
• Build communication rhythms and channels that improve transparency, trust, and execution during periods of growth, transformation, and change.
• Partner with executive leaders to shape clear, authentic messaging around business strategy, priorities, culture, and organizational updates.
• Ensure internal communications reinforce company values, leadership expectations, and a strong sense of shared purpose.
• Partner closely with external communications team to align the internal employee experience with the external company brand.
• Advance ESG and inclusion priorities.
• Lead the people and culture dimensions of the company’s ESG strategy, with focus on inclusion, employee experience, responsible leadership, and community impact.
• Partner across the organization to embed inclusion into leadership, development, engagement, and talent practices.
• Help leaders build inclusive, high-performing teams where employees can thrive.
• Use data and employee insights to assess progress, identify gaps, and strengthen accountability around ESG and inclusion goals.
• Use data to drive enterprise impact.
• Build a more insight-driven approach to talent and culture using data on performance, engagement, retention, leadership, and organizational health.
• Establish clear goals and success measures for major Talent & Culture initiatives.
• Surface enterprise risks and opportunities to executive leadership with practical recommendations.
• Ensure Talent & Culture programs are delivering measurable outcomes for both employees and the business.
• Lead and scale the function.
• Build and lead a high-performing Talent & Culture organization with clear priorities, strong capability, and a high bar for impact.
• Create scalable programs, tools, and processes that enable consistency without unnecessary complexity.
• Partner effectively across People Business Partners, People Operations, Total Rewards, Talent Acquisition, and executive leadership.
• Set the standard for modern, business-oriented, high-trust People leadership across the company.

What success looks like

• Culture is intentional, measurable, and reinforced through leadership behavior and operating norms.
• Leaders are stronger, more effective, and better equipped to build high-performing teams.
• Performance and talent practices are clear, disciplined, and trusted across the company.
• Skills and job architectures are current and leveraged for analytics and informed decision making.
• Employees have meaningful opportunities to learn, grow, and do their best work.
• Engagement insights lead to visible action and a stronger employee experience.
• Internal communications improve clarity, transparency, and connection across the organization.
• ESG and inclusion priorities are reflected in credible people practices and leadership expectations.
• Talent & Culture is viewed as a strategic advantage and driver of company performance.

Qualifications

• Minimum: Bachelor’s degree
• Preferred: MBA HR or HR certifications a plus

Experience

• 15+ years of senior leadership experience in three of the following areas: Performance, Culture, Job Architecture, Skills Based Frameworks, Internal Communications, Employee Experience, or Engagement.
• A strong track record of designing and scaling enterprise talent and culture strategies in complex, fast-moving organizations.
• Experience partnering with executive teams, and senior leaders on leadership effectiveness, organizational capability, employee experience, and culture.
• Strategic, future-ready mindset and demonstrated ability to partner across the organization to design and evolve a skills-based, future-focused architecture.
• Experience building and leading high-performing teams and enterprise-wide, cross-functional initiatives.

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.