Senior HR Expert - Compliance Specialist

Mercor; Berlin; Vor Ort; EUR 90.000 - 130.000; Vollzeit

Zusammenfassung

Mercor seeks senior HR professionals to build evaluation tasks for AI systems in talent management, employee relations, and organizational design contexts. The role spans two tracks: a US track focused on Title VII, FLSA, ADA, and state employment law, and an International track covering UK Employment Rights Act and EU directives.

Ideal candidates will draft reference outputs, develop rubrics, and design HR scenarios that reveal how senior HR leaders think and decide under complex compliance

Qualifikationen

• 5+ years leading HR programs or serving as CHRO/VP HR at a major company or consulting firm.
• Direct ownership of talent programs, employee relations matters, or compensation design.
• Fluency in HR tooling and methodologies, plus understanding of employment law in multi-jurisdiction contexts.
• Professional credential preferred (SHRM-SCP, SPHR or international equivalent); rubric authorship a plus.

Aufgaben

• Construct HR scenarios spanning talent acquisition, workforce planning, employee relations, and compensation design.
• Build tasks across recruiting, employee relations, compensation, HR compliance, and organizational development.
• Develop scenarios involving HRIS platforms (Workday, SAP SuccessFactors) and benchmarking tools (Radford, Mercer) used in large organizations.
• Apply HR methodologies to standards tracks (US Title VII, FLSA, ADA, state law; International: EU directives) and produce reference policies, investigation reports, and design proposals.
• Author rubrics that distinguish authentic HR judgment from textbook recall.

Kenntnisse

HR leadership

Talent planning

Employee relations

Compensation design

Employment law knowledge

Rubric authoring

Ausbildung

SHRM-SCP / SPHR or international equivalent

Tools

Workday

SAP SuccessFactors

Applicant tracking systems

Radford

Mercer

Jobbeschreibung

Role Overview

• Mercor is seeking senior HR professionals to build evaluation tasks for AI systems operating in talent management, employee relations, and organizational design contexts.

• The workflows are calibrated to the organizational scale, compliance stakes, and scope of major workforce programs at large companies.

• This role builds worlds on two tracks: a US track (Title VII, FLSA, ADA, and state employment law) and an International track (UK Employment Rights Act, EU labor directives). Experts qualified in either or both tracks are encouraged to apply.

• Contributors design HR scenarios, draft reference outputs, and write rubrics that capture how senior HR leaders think.

Key Responsibilities

• Construct HR scenarios spanning talent acquisition and workforce planning, employee relations and performance management, and compensation and benefits design.

• Build tasks across recruiting and talent acquisition, employee and labor relations, compensation and benefits, HR compliance and employment law, and organizational development.

• Develop scenarios involving tools such as HRIS platforms (Workday, SAP SuccessFactors), applicant tracking systems, and compensation benchmarking tools (Radford, Mercer) used at large organizations.

• Apply HR methodologies (workforce planning, compensation benchmarking, employee relations investigation) to the standards track a world targets (US: Title VII, FLSA, ADA, state law; International: Employment Rights Act, EU labor directives), and produce reference HR policies, investigation reports, compensation analyses and organizational design proposals.

• Author rubrics that distinguish authentic HR judgment from generic textbook or certification-exam-level recall.

Ideal Qualifications

• 5+ years working as an HR leader or Chief People Officer at a major company or HR consulting firm (Mercer, Korn Ferry, or in-house VP/CHRO at a large company).

• Direct ownership of talent programs, employee relations matters, or compensation design.

• Fluency in HR tooling and methodologies, plus understanding of how employment law compliance actually works.

• A recognized professional credential is strongly preferred (SHRM-SCP, SPHR, or an international equivalent); prior rubric or training authorship is a plus.