As Marqeta’s Senior People Business Partner (PBP), Product and Technology, you will partner with Marqeta’s Chief Product Officer and people leaders to enhance leadership capabilities and the overall Marqetan experience. Your focus will involve providing leadership coaching, driving change management initiatives, and ensuring the successful adoption of various programs. As an integral member of the People Business Partner team, you will contribute to the development of the Product and Technology organizations as we support leaders and teams in navigating a complex business and organizational environment. This role reports to the Director of People Business Partners for Product and Technology and is critical in a global, flexible-first, high-growth organization. We work Flexible First. This role can be performed remotely in the United States, only in one of our Premium or National locations, which you can review here. The Impact You’ll Have - Accelerate business performance by coaching and consulting leadership and employees on people-related matters, aligning Product and Technology talent initiatives with business priorities. - Drive company-wide alignment and efficiency by fostering seamless cross-functional collaboration across Talent Acquisition, Talent Development, Total Rewards, and People Operations - ensuring cohesive execution of people strategies for Product and Technology. - Establish executive trust and influence by serving as a strategic partner to business leaders and enabling confident, data-informed decisions on complex people and organizational issues. - Elevate leadership effectiveness by coaching senior executives and leaders on talent strategy, organizational design, and employee experience, ensuring people initiatives drive business growth and transformation. - Lead Product and Technology-wide people initiatives by providing expertise and executing initiatives such as performance management, career planning, annual cycles, and engagement surveys. - Enable off-sites and talent discussions by leveraging your people and organizational expertise to drive clarity, collaboration, engagement, and alignment across the organization. Who You Are - Experience: You have 8+ years of progressive People Business Partner experience with demonstrated expertise in change management, organizational design, talent strategy, performance management, executive coaching, and stakeholder relationship building. Experience supporting Product and Technology teams is required. - Problem Solver: You have an analytical mindset and a deep understanding of organizational dynamics. You uncover root causes and use data and intuition to guide your approach. - Owner: You act with purpose and accountability. You align people initiatives to strategic priorities, balancing short-term business needs with long-term organizational health. You keep stakeholders informed, proactively manage risk, and always deliver with integrity. - Innovator: Whether designing org structures, rethinking performance management, or advising on talent planning, you listen to the business and bring solutions that drive the business's needs. - Collaborator: You build strong partnerships rooted in trust, transparency, and shared goals with Product and Technology leaders and the broader People Experience team. You easily navigate global, cross-functional relationships. - Doer: You act with urgency and intention. You’re comfortable rolling up your sleeves to execute and get the work done. - Leader: You coach, influence, and inspire. You are a trusted advisor to VP+ leaders and managers. You lead by example, upholding company values and championing a high-performance culture. Nice-To-Haves - BA/BS or equivalent work experience; advanced degree in Human Resources or related area + PHR/SPHR preferred. - Experience in supporting a global organization Your Manager - Director, People Business Partners, Product and Technology Typical Process - Application Submission - Recruiter video call - Hiring manager video call - Virtual “Onsite” consisting of 4-5, 45 min calls - Offer! Compensation and Benefits Marqeta is a Flex First company which allows you to choose your best working environment, whether that be from home or at a company office. To support Flex First, we calibrate pay to a competitive value according to working location. Compensation is aligned according to three tiers within the United States: - National: A baseline tier that applies to most of the geographic territory of the United States. - Premium: Slightly elevated from the National tier, and oriented toward a narrower set of higher cost-of-living areas, such as Los Angeles CA and Seattle WA - Premium Plus: A tier for the most expensive working areas, like the San Francisco Bay area and New York City. Visit this page or consult with a Recruiter to determine which tier would be applicable to you. When determining salaries, we consider several factors including, but not limited to, skills, prior experience, and work location. The new-hire base salary range for this position is: - National: $153,400 - $191,800 - Premium: $166,100 - $207,600 - Premium Plus: $180,600 - $225,700 We also believe in recognizing the contributions of our people. That's why we award annual bonuses to eligible employees, rewarding both individual performance and the success of the entire company. Along with monetary compensation, Marqeta offers - Multiple health insurance options - Flexible time off – take what you need - Retirement savings program with company contribution and after tax contributions - Equity in a publicly-traded company and an Employee Stock Purchase Program - Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave - Free therapy sessions, financial and professional coaching, and legal advice - Monthly stipend to support our remote work model - Annual “development dollars” to support our people growth and development - Through Flex First, the freedom to live and work wherever you and your family thrive About Marqeta Marqeta is on a mission to change the way money moves. We’re one of the earliest enablers of embedded finance, a market opportunity sized up in the trillions. Our card issuing platform provides unprecedented flexibility and control for companies to issue cards, authorize transactions, and manage payment operations in real time. Marqeta is powering the most well known brands in the new economy (Block, Cash App, Affirm, Instacart, Doordash, Uber, Walmart, etc). You don’t need to be a Payments expert to join the Marqeta Team, let us help you with that. This is the opportunity of a lifetime to work with innovators around the world and unlock equitable financial access for all. Marqeta’s Values – Solve for the Customer: With a deep understanding of our customers' business and empathy for their needs, we deliver products and services that drive their success. Earning and keeping their trust guides everything we do. – Do What's Right: Knowing businesses and livelihoods depend on us, we pursue solutions that disrupt responsibly and deliver high-quality results that our customers count on. We own our work from start to finish. – Simplify and Innovate: We approach challenges with curiosity and take smart risks. Innovation comes from finding better, simpler ways to achieve extraordinary outcomes. – Win as a Team: We succeed together by embracing diverse perspectives and pushing each other to raise the bar. We lead with humility and set aside hierarchy to work as a team. – Make it Count: We drive forward with focus and agility. With a sense of urgency and purpose, we get the job done, and done right. Equal Employment Opportunity, Accommodations and Privacy Marqeta is an equal opportunity employer committed to an inclusive workplace that fosters belonging. We do not discriminate based on race, color, religion, sex (including pregnancy, lactation, childbirth, or related medical conditions), veteran status or uniformed service member status, age, national origin or ancestry, citizenship or immigration status, physical or mental disability, gender identity, gender expression, sexual orientation, genetic information (including testing or characteristics) or any other characteristic protected by applicable law. We also consider qualified applicants with criminal histories, consistent with legal requirements. Marqeta endeavors to make reasonable accommodations for applicants with disabilities. If you are an individual with a disability and require a reasonable accommodation to submit this application, complete any pre-employment testing, or otherwise participate in the employee selection process, please submit this form with your specific accommodation request. Personal data that is provided as part of the application and recruitment process is processed in accordance with the Applicant Privacy Notice. Additional information for California residents can be found here.

Role Description We are evolving our People function into an innovative, data-driven, high-performing team that directly fuels business strategy and performance. We're seeking a strategic leader for Head of People Business Partners & Team Member Relations to drive this shift at the critical intersection of executive leadership, organizational health, talent strength, and employee trust. Reporting directly to the Chief People Officer, you will: - Act as a trusted strategic advisor to the executive team and senior leaders on high-impact people and org decisions - Build and lead a proactive, insights-led People Business Partner team deeply integrated with the business - Own a forward-thinking Team Member Relations function that resolves complex matters with fairness, strong judgment, and smart risk management Responsibilities - Partner strategically with executives - Translate business strategy into enterprise-wide people priorities, talent plans, and org actions - Advise on org design, operating models, workforce planning, change management for growth/transformation/restructuring - Provide external perspective on how top progressive companies create resilient, high-performing cultures - Lead the People Business Partner function - Define vision, standards, and operating model for a strategic, data-informed HRBP team - Equip HRBPs to deliver exceptional advice on team effectiveness, talent strategy, org health, and business impact - Elevate executive partnership, diagnostics, and strategic influence across the function - Drive leadership, talent, and org effectiveness - Coach senior leaders to build high-performing teams and strong leadership pipelines - Lead enterprise talent reviews, people risk assessments, and action planning for exec visibility - Guide on performance management, succession, critical-talent retention, and development (in close partnership with broader People teams) - Own talent planning and people risk insights - Collaborate with Finance, Talent Acquisition, and People Ops on headcount planning, critical-role coverage, and forecasting - Leverage people data, business context, and org insights to spot emerging risks/opportunities - Instill stronger discipline in talent strategy and decision-making - Lead people-centered Team Member Relations - Oversee investigations, case management, conflict resolution, and complex employee issues - Ensure consistent, timely, values-aligned practices with a focus on both resolution and systemic prevention - Use case patterns to inform policy, leadership training, and manager capability building - Empower managers to handle people matters confidently and effectively - Shape policy, governance, and employment decisions - Develop scalable people governance that balances business agility, employee experience, and compliance - Partner with Legal and stakeholders for efficient, high-quality decisions - Maintain rigor and consistency without excess bureaucracy - Build and scale the function - Recruit, develop, and lead a high-performing team across HRBP and TMR - Design integrated operating models with Total Rewards, TA, People Ops, Legal, and tech/AI partners - Create scalable tools, processes, and capabilities for company growth and evolving work models What success looks like in 12–18 months - Executives view People as a core strategic driver of business performance - Talent and org strategies align tightly with current priorities and future needs - Leaders make faster, more disciplined people decisions with clear risk visibility - Managers gain confidence in performance leadership and issue navigation - TMR handles issues fairly, quickly, and preventively — building greater trust - Governance feels modern, trusted, and low-friction Qualifications - Education: - Minimum: Bachelor’s degree - Preferred: MBA HR or HR certifications a plus - Experience: - 15+ years leading People Business Partnering at scale - 10+ years of depth in Employee/Team Member Relations, including investigations, case management, and complex employment matters 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.

• Serve as the primary TA partner to Directors of Operations, District Leaders, and General Managers. • Provide guidance and coaching on internal leadership development and team performance. • Partner with Talent Acquisition and Operations to support staffing needs and workforce planning. • Provide insight into team structure, retention risks, and leadership gaps. • Assist leaders in planning for organizational changes, promotions, and internal development opportunities. • Support onboarding and integration of new sites, acquisitions, and leadership hires. • Build strong, trusted relationships with operational leaders. • Help leaders resolve issues quickly and professionally. • Improve team engagement and leadership capability across locations.

• Lead employee and contractor onboarding and offboarding from start to finish, including checklist management, documentation, approvals, communications, and coordination across internal stakeholders. • Partner with IT to ensure laptops, accounts, permissions, and core systems access are set up and removed accurately and on time. • Work with hiring managers to coordinate first-day and first-week activities, ensuring each new team member has a thoughtful, organized start and knows where to go for support. • Work with our vendor to ship swag to new employees during their first week. • Serve as a responsive and helpful guide for employees and contractors during key lifecycle moments, answering questions, following up quickly, and creating a positive experience. • Own the monthly employee newsletter, town hall coordination, company calendar invitations, and other recurring people communications that help information flow transparently across the company. • Highlight wins, milestones, and moments of appreciation in ways that strengthen connection and visibility for a distributed team. • Lead and support recurring people operations processes such as payroll & 401(k) administration support, benefits enrollment, PTO tracking, time tracking, and related documentation. • Maintain organized records, track deadlines, and help ensure people processes are completed accurately, consistently, and in line with internal requirements. • Support the People Operations team and hiring managers with recruitment activities such as drafting job postings, screening applications, scheduling and organizing interviews, and keeping candidates moving through the process. • Collaborate effectively with managers and team leads to troubleshoot issues, close operational gaps, and keep people-related workstreams running smoothly during the leave coverage period. • Pitch in on the wide range of work that naturally comes with a People & Talent function, including documentation updates, reporting, process improvements, ad hoc employee requests, and special projects as needed.