Sr Total Rewards Analyst

Mercury Insurance; United States; On-site; USD 120,000 - 150,000; Full time

Job summary

Mercury Insurance is seeking a Sr. Total Rewards Analyst to lead compensation and benefits analytics, governance, and communications. You will route data-driven recommendations across pay structures and career architecture while ensuring equity and compliance.

The role balances compensation design with benefits strategy, requiring collaboration with HR, finance, and leadership to inform decisions and optimize programs.

Qualifications

• Strong analytical and problem-solving skills with data interpretation ability.
• Advanced Excel capabilities for pivot tables, lookups, and data validation.
• Working knowledge of compensation principles, market data, internal equity, and benefit design.

Responsibilities

• Support compensation philosophy, governance, and program design across employee populations.
• Conduct market pricing, benchmarking, internal equity, pay equity, range, and compensation analysis.
• Prepare models, dashboards, reports, and recommendations for HR leaders and managers.
• Support annual compensation planning, incentive processes, offers, promotions, and pay decisions.
• Maintain compensation structures, job data, and related documentation with Total Rewards and HRIS teams.

Skills

Analytical thinking

Excel proficiency

Compensation principles knowledge

HRIS/People systems knowledge

Education

Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics

Tools

HRIS systems

Job description

Position Summary

The Sr. Total Rewards Analyst supports the design, analysis, governance, and communication of Mercury’s compensation and benefits programs. This role is primarily focused on compensation, representing approximately 60% of the position, with approximately 40% focused on benefits strategy, program evaluation, governance, and communications. The analyst uses data, sound judgment, and business partnership to help ensure programs are equitable, competitive, compliant, and aligned with Mercury’s business and talent priorities.

A significant portion of the role will support Mercury’s current career architecture project underway. The Sr. Total Rewards Analyst will analyze job and compensation data, assess implications for pay structures and processes, weigh in on design decisions, and provide informed recommendations to support alignment between career architecture and compensation.

Success requires strong analytical skills, attention to detail, effective communication, discretion with confidential information, and the ability to translate complex Total Rewards topics into practical recommendations.

Geo-Salary Information

State specific pay scales for this role are as follows:

$83,670 to $161,815 (NJ, NY, WA, HI, AK, MD, CT, RI, MA)

$76,064 to $147,104 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME)

$68,457 to $132,394 (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 $110,468 to $135,016

The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.

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

Responsibilities

Compensation Strategy & Analytics

• Support compensation philosophy, governance, and program design across employee populations.
• Conduct market pricing, benchmarking, internal equity, pay equity, range, and compensation analysis.
• Prepare models, dashboards, reports, and recommendations for HR leaders, managers, and business stakeholders.
• Support annual compensation planning, incentive processes, offer reviews, promotions, transfers, and other pay decisions.
• Maintain compensation structures, job data, range information, and related documentation in partnership with Total Rewards and HRIS teams.

Career Architecture Project

• Play a significant role in Mercury’s current career architecture project underway.
• Analyze job and compensation data and assess how proposed job families, sub-families, levels, and role placement may affect pay structures, internal equity, and compensation processes.
• Weigh in on design decisions, identify compensation-related risks and opportunities, and provide data-driven recommendations.
• Support job data alignment, documentation, stakeholder coordination, communications, and integration with compensation processes.

Benefits Strategy & Governance

• Support the strategy, governance, and ongoing evaluation of health and welfare, 401k/retirement, time-off, and other employee benefit programs.
• Analyze participation, utilization, cost, vendor performance, and employee experience data to inform recommendations.
• Partner with benefits consultants, carriers, vendors, HRIS, Payroll, and internal stakeholders to evaluate program performance, resolve issues, and support effective delivery.
• Support annual enrollment strategy and other benefits communications by developing and reviewing content for accuracy, clarity, and compliance.
• Analyze audit results, issue patterns, and plan information to identify risks and opportunities for improvement; direct administrative matters to the appropriate operational owner.

Business Partnership & Advisory

• Provide clear, practical guidance to HR Business Partners, Talent Acquisition, managers, employees, and business leaders on compensation and benefits topics.
• Explain complex Total Rewards concepts in plain language and develop manager- and employee-facing materials.
• Protect confidential employee and company information and exercise sound judgment when handling sensitive data.

Data, Tools & Continuous Improvement

• Use HRIS, compensation planning, reporting, spreadsheet, and other analytical tools to improve data quality, efficiency, and decision-making.
• Document processes, identify control points, and recommend improvements that strengthen accuracy and scalability.
• Manage multiple priorities, deadlines, and projects with limited supervision.
• Stay current on compensation and benefits practices, regulatory developments, and market trends relevant to the role.

AI, Automation & Responsible Innovation

• Identify and responsibly use AI-enabled tools to improve Total Rewards analysis, reporting, documentation, and decision support while protecting confidential information and validating results.

Education

Minimum qualifications: Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics

Qualifications

Minimum

• Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics

Preferred

• CCP, CEBS, PHR, SPHR, SHRM-CP, SHRM-SCP, or other relevant professional certification.

Experience

• Minimum of 5 years of progressive experience in compensation, benefits, HR analytics, or Total Rewards, with compensation as the primary area of expertise and meaningful experience supporting benefits programs.
• Experience with market pricing, compensation structures, annual compensation planning, pay equity, job data, and compensation analysis.
• Experience evaluating benefits programs, analyzing plan or vendor data, and supporting benefits strategy or communications without direct responsibility for benefits administration.
• Experience supporting enterprise HR initiatives, job architecture, HR technology, or other cross-functional projects is preferred.

Knowledge And Skills

• Strong analytical and problem-solving skills, including the ability to interpret data and translate findings into practical recommendations.
• Advanced Excel skills, including pivot tables, lookups, conditional logic, data validation, and audit-ready analysis.
• Working knowledge of compensation principles, market data, internal equity, pay equity, job architecture, and benefits program design.
• Experience with HRIS, compensation planning, benefits, reporting, or other enterprise People systems.
• Demonstrated ability to navigate ambiguity, manage competing priorities, and deliver accurate work on schedule.