Senior HR Expert - Compliance Specialist

Mercor; Paris; Sur place; EUR 90 000 - 130 000; Plein temps

Résumé du poste

Mercor is seeking senior HR professionals to build evaluation tasks for AI systems in talent management, employee relations, and organizational design contexts. Work targets large companies and major workforce programs.

The role spans two tracks: a US track (Title VII, FLSA, ADA, 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.

Qualifications

• 5+ years as an HR leader or CHRO at a major company or HR consulting firm
• Direct ownership of talent programs, employee relations, or compensation design
• Fluency in HR tooling and methodologies; understanding of employment law
• Professional credential preferred (SHRM-SCP, SPHR) or international equivalent

Responsabilités

• 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 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 standards tracking and world targets, producing 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

Connaissances

HR leadership

Talent programs

Employment law understanding

Rubrics/authorship

Formation

SHRM-SCP / SPHR

Outils

Workday

SAP SuccessFactors

Description du poste

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.