Role Description The Human Resources Generalist performs professional-level human resources work supporting countywide recruitment, onboarding, employee relations, benefits administration, leave management, compliance, and personnel recordkeeping. This position serves as a primary point of contact for employees and supervisors, provides guidance on personnel policies and procedures, assists with regulatory reporting, and supports the Human Resources Director in maintaining compliance with state and federal employment laws. Examples of Duties Essential Duties and Responsibilities - Coordinate and administer recruitment activities including: - Advertising - Applicant screening - Coordinating interviews - Reference checking - Pre-employment testing - Completing background checks - Preparing offer letters - Conduct and coordinate new employee onboarding and orientation. - Prepare, process, and maintain personnel documentation including: - New hire paperwork - Employment changes - Separation records - Provide administrative, clerical, and technical support to the Human Resources Department and Human Resources Director. - Enter, update, and maintain employee data in the Human Resources Information System (HRIS) and related databases. - Respond to employee and supervisor inquiries regarding: - Personnel policies - Procedures - Benefits - Leaves of absence - Employment-related matters - Compile data, conduct research, and prepare reports for management including: - Monthly - Quarterly - Annual personnel and compliance reports - Prepare agendas, packets, and materials for Personnel Committee meetings; attend meetings, record minutes, and post agendas and minutes in compliance with open meeting requirements. - Assist with preparation and maintenance of County personnel policies, procedures, job descriptions, and position classifications. - Assist with required state and federal reporting including: - EEO-4 - ACA tracking - Other mandated submissions - Assist employees with benefits enrollment, changes, and questions; serve as liaison with benefit vendors and third-party administrators. - Administer and track Family and Medical Leave Act (FMLA) requests and related documentation. - Track and monitor Worker’s Compensation claims; prepare required documentation and coordinate with insurers and administrators. - Attend trainings, seminars, and workshops related to human resources functions and compliance. - Maintain confidentiality of sensitive and protected information at all times. - Perform related duties and special projects as assigned. Qualifications - Bachelor’s degree in Human Resources Management, Industrial Relations, Business Administration, Public Administration, Psychology, or a closely related field. - Two (2) years of experience in human resources administration or a related field, or successful completion of a Human Resources internship performing similar duties. - Ability to successfully pass a criminal background check. Requirements - Knowledge of human resources principles, practices, and procedures. - Knowledge of federal and state employment laws and regulations including FMLA, ADA, FLSA, and EEO requirements. - Knowledge of benefits administration, leave management, and personnel recordkeeping. - Ability to interpret and explain policies and procedures to employees and supervisors. - Ability to handle sensitive and confidential matters with discretion and professionalism. - Ability to organize work, manage priorities, and work independently. - Ability to communicate effectively with employees, supervisors, department heads, vendors, and the public. - Ability to carry out both oral and written instruction. Benefits - Microsoft Outlook, Word, Excel, PowerPoint, and Publisher - Munis - Microsoft Teams - WebEx - Computer, copier, scanner, printer, and multi-line phone system Physical Requirements and Working Conditions This position requires sitting, standing, walking, and repetitive hand movements associated with computer and office work. Work is performed primarily in an indoor office environment. Occasional work outside normal business hours may be required for meetings, training, or compliance deadlines.

• Support the execution of established HR strategies by partnering with people managers and functional leaders • Build relationships with business leaders to support organizational and people-related strategy and execution • Act as the advocate for leading talent management and succession planning • Create development programs for high-potential employees • Partner with leadership to identify and diagnose gaps between current and desired organization performance • Analyze workforce trends to model and forecast future labor requirements • Review key business performance targets and their related talent implications

Overview Position Summary: The Sr. Manager, Compensation is a strategic enterprise leader responsible for designing and governing Mercury’s total compensation strategy across executive, sales, and broad-based employee populations. This role operates beyond conventional structures, leveraging data, creativity, and deep business partnership to shape philosophy, programs, and practices that drive performance, support critical skills, and reinforce Mercury’s culture and values. You will lead a team of compensation professionals, partner closely with HR Business Partners, Talent Acquisition, Finance, People Analytics and business leaders, and ensure our programs are equitable, competitive, compliant, and future-ready, including the thoughtful use of analytics and AI-enabled tools to improve decision quality and execution. Geo-Salary Information An in-person interview may be required during the hiring process State specific pay scales for this role are as follows: $128,136 to $252,194 (CA, NJ, NY, WA, HI, AK, MD, CT, RI, MA) $116,487 to $229,267 (NV, OR, AZ, CO, WY, TX, ND, MN, MO, IL, WI, FL, GA, MI, OH, VA, PA, DE, VT, NH, ME) $104,839 to $206,340 (UT, ID, MT, NM, SD, NE, KS, OK, IA, AR, LA, MS, AL, TN, KY, IN, SC, NC, WV) The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location. Responsibilities Essential Job Functions: Enterprise Compensation Strategy & Governance - Define and evolve Mercury’s total compensation philosophy across executives, sales, and all employee groups, aligning with business strategy, performance, and critical skills. - Establish clear governance, frameworks, and decision rights for base pay, incentives, equity, and recognition programs. - Executive & Broad-Based Programs - Lead design and ongoing refinement of executive compensation, including short and long term incentives, in partnership with Finance and the Board/Compensation Committee (as appropriate). - Oversee broad-based salary structures, market reference ranges, incentive plans, and job architecture, ensuring internal equity and external competitiveness. Analytics, Insights & Market Intelligence - Use robust analytics and modeling to guide compensation decisions, including market movement, pay equity, offer strategy, and program effectiveness. - Lead participation in compensation surveys and market studies; translate findings into actionable insights, updated structures, and recommendations for leaders. - Identify opportunities to integrate AI and automation to reduce manual effort, increase accuracy, and enhance manager and employee experience. - Strategic Initiatives & Program Leadership - Lead enterprise initiatives such as pay equity, annual compensation cycles, job architecture modernization, pay transparency readiness, and workforce planning support. - Drive cross-functional projects with People and Technology teams to build and refine comp dashboards, tools, and manager-facing resources. Business Partnership & Advisory - Serve as the primary compensation advisor to senior and executive leaders, providing clear, pragmatic guidance on complex topics (e.g., offers, retention, organization changes, incentive design). - Educate and enable People Business Partners, Talent Acquisition, and managers on compensation philosophy, programs, and best practices. People Leadership & Capability Building - Lead, mentor, and develop the compensation team, building deep subject-matter expertise, business acumen, and consulting skills. - Foster a culture of learning, feedback, inclusivity, and continuous improvement within the team and across the broader People function. Qualifications Education: - Minimum: Bachelor’s degree in Human Resources, Finance, Economics, Business, Mathematics or related field. - Preferred: MBA HR or HR certifications a plus Experience: - 12+ years of progressive compensation experience in complex, fast-paced organizations; experience spanning executive, sales, and broad-based compensation is required. - 8+ years experience leading and developing teams, and directing complex, cross-functional programs from design through implementation. Knowledge and Skills: - Proven track record partnering directly with senior and executive leaders and influencing strategic decisions. - Deep knowledge of compensation design and governance (base pay, incentives, equity, job architecture, pay equity, market pricing, and pay transparency). - Strong analytical and modeling skills, with expertise in Excel/Sheets and familiarity with HRIS/comp tools; comfort working with large datasets. - Demonstrated ability to navigate ambiguity, balance competing priorities, and operate at both strategic and hands-on levels. - Exceptional consulting, communication, and stakeholder management skills, including experience presenting to executive audiences and/or Boards. About the Company Why choose a career at Mercury? 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. Learn more about us here: https://www.mercuryinsurance.com/about/careers Perks and Benefits We offer many great benefits, including: - 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 Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law. #LI-TG1 Pay Range USD $128,136.00 - USD $252,194.00 /Yr.

Imagine having an enterprise-grade AppStore at work — one that ensures you can easily search, request, and gain access to any app you need, precisely when you need it. No more long waiting times with outstanding IT requests. Lumos is solving the app and access management challenges for organizations of all sizes through a unified platform. Our fast-growing startup is pioneering the way to untangle the complex web of app and access management by building the critical infrastructure that defines relationships between app, identities and data. Why Lumos? - Jump on a Rocketship: Since launching out of stealth mode just over 2 years ago, our team has grown from 20 to ~100 people and our customer base has 10x’ed with companies like GitHub, MongoDB and Major League Baseball! - Build with Renowned Investor Backing: Andreessen Horowitz (a16z) backed us since the beginning and we've raised over $65m from Scale, Neo, Greg Brockman (President at OpenAI), Phil Venables (CISO at Google), and others. - Thrive in a Unique Culture: You’ll join an early-stage company where you have actual influence on the trajectory of the company. We deeply care about our people and the philosophy we live by - check out our values here. This isn't a role where you inherit a playbook and execute it. At Lumos, you'll craft and own it. You'll come in at 60% HRBP / 40% People Ops- and that balance keeps shifting toward strategic partnership as AI and systems absorb the manual work. The design is intentional: as the ops load lightens, your impact on the business and truly human work deepens. On the HRBP side, you will independently own your business groups' performance management conversations, employee relations, and manager coaching while also partnering closely with the rest of the People team. On the Ops side, you will run the people infrastructure, drive automation, and make sure the fundamentals never slip. High-accountability, high-autonomy. The mandate: build for where Lumos is going — not recreate what worked somewhere else or in a pre-AI landscape. ✨ Your Responsibilities - People Business Partner: Own the HRBP relationship for your business groups — performance management, employee relations, talent development, org design, and team health. Coach managers proactively. This is ownership, not support. - Performance & Talent Programs: Own and evolve performance cycles, Pulse surveys, talent assessments and more. Surface trends and insights to leadership with recommendations tied to business outcomes. Bring your POV — don't just run the existing playbook. - Employee Relations: Independently manage employee relations cases, sensitive situations, and conflict resolution. Know when to escalate and when to own it. Document thoroughly, maintain confidentiality. - Facilitation & Internal L&D: Facilitate manager enablement workshops, internal learning sessions, and program rollouts. Own the internal comms experience for all people topics. Show up prepared, read the room. - AI & Automation: Identify and implement automation across the People function — workflows, documentation, reporting, and reactive work. Build systems that create capacity for strategic work. - HR Tech & Data: Own and optimize the people tech stack. Ensure data accuracy and deliver regular people insights through reporting. - People Ops: Own onboarding, offboarding, and employee lifecycle processes. Maintain accurate, compliant records. - Process Improvement: Continuously reduce manual overhead and improve cross-functional coordination. - Benefits & Compliance Oversight: Internal liaison for PEO-administered benefits and compliance. Primary contact for employee questions and vendor escalations. Flag material regulatory changes requiring internal action. 🙌 What We’re Looking For - 5–8 years of HR experience, with at least 3–5 years in a true HRBP or business partner capacity — and a people ops foundation that means you can still get hands-on when it matters. Ideally you've supported GTM, Engineering, or mixed business groups at a startup. - Demonstrated ability to independently own performance management, employee relations, and manager coaching — not just support someone else running those processes. - Detail orientation: anticipates stakeholder and cross-functional needs before being asked, thinks through downstream impacts before acting, and executes with near-perfection where it counts — HRIS data moves, employee comms, and anything that touches the employee experience directly. - Genuine AI fluency: actively uses AI tools in your workflow, has a POV on how AI should reshape HR operations, and is energized about automating the manual work. - Business acumen: genuinely curious about the business — how it makes money, where it's headed, and what's getting in the way. Can speak to headcount tradeoffs, org design implications, and connect people recommendations to business outcomes. Doesn't declare victory when a solution is implemented; follows through to actual resolution and measurable impact. - Comfortable facilitating sessions with leaders and employees — from manager enablement workshops to internal comms rollouts on sensitive people topics. - Strong systems thinker who has meaningfully improved or implemented HR tools — not just used them. - Experience at a startup or high-growth company where you had to build, not just operate. - A fresh perspective: can learn Lumos's culture and build for what we actually need — not default to what worked at the last company. - Familiarity with our current stack a plus: Culture Amp, HiBob, Deel (EOR), Sequoia One (PEO). What We Value We also care about whether you would be a good fit for Lumos based on the values and characteristics that define how we achieve outcomes, not just your resume. Thank you for considering Lumos, we hope to hear from you! 🎉 💰 Pay Range - 103,000-160,000 (Note that this range is a good faith estimate of likely pay for this role; upon hire, the pay may differ due to skill and/or level of experience.) 💸 Benefits and Perks: - 💯 Remote work culture (+/-4 hours Pacific Time) - ⛑ Medical, Vision, & Dental coverage covered by Lumos - 🛩 Company and team bonding trips throughout the year fully covered by Lumos - 🌴 Flexible PTO, with minimum time off to make sure you are rested and able to be at your best - 👶🏽 Up to 16 weeks for expecting parents - 💰 Monthly wellness stipend - 🏦 401k matching plan