Senior HR Business Partner, Engineering & Product

About Mercor Mercor’s mission is to organize human intelligence for the AI economy. We build the infrastructure that enables frontier AI labs and enterprises to train, evaluate, and improve AI on real-world professional work. More than five million experts have joined our network, and we pay out over $5 million daily for their knowledge and expertise. We built our training and evaluation infrastructure alongside the world’s leading AI labs. Now, we’re bringing those capabilities to enterprises across industries, enabling them to train, evaluate, and improve AI using their own expertise and standards. Our APEX benchmarks measure how AI performs on economically valuable work, while our enterprise evaluations and post-training capabilities turn those insights into measurable improvements across real-world workflows. Our work sits at the intersection of frontier AI, human expertise, and real-world application. We’re solving problems few companies have encountered, with the opportunity to influence what the world’s most advanced AI systems become capable of doing. We’re looking for people who bring different perspectives, take ownership, exercise sound judgment, and hold themselves to an exceptionally high standard. You’ll have the opportunity to do consequential work alongside talented colleagues who challenge one another, collaborate openly, and share a commitment to excellence. Mercor is profitable and recently raised a $750 million Series D at a $20 billion valuation. We work in person five days a week in San Francisco, New York, and London. About the Role We’re looking for a Senior HR Business Partner to support our Engineering and Product teams. This is a role for someone who wants to be close to the business. You’ll work directly with leaders and managers on the people decisions that matter most as their teams grow: developing exceptional talent, building stronger managers, designing organizations, raising the performance bar and solving difficult people problems quickly. You’ll also help build the systems behind that work. Mercor is still early, and many of the development programs and talent practices we need do not exist yet. We’re looking for someone who has built from 0 to 1 before and is excited to do it again. What You’ll Do Partner directly with Engineering and Product leaders on talent, organizational and people decisions. Coach managers on performance, feedback, team effectiveness, development and difficult employee situations. Identify what our highest-performing employees need to continue growing at Mercor and turn those needs into practical development opportunities. Build development programs from 0 to 1, from identifying the problem through design, launch, adoption and iteration. Partner with leaders on organizational design, role clarity, succession planning and talent movement as teams scale. Run talent and performance processes for EPD while keeping the focus on judgment and outcomes rather than process for its own sake. Spot patterns across teams and turn them into clear recommendations for leaders and the People team. Work across Recruiting, People Operations and the broader People team to solve problems end to end. Move quickly between strategic questions and hands-on execution. You should be equally comfortable advising a senior leader and building the first version of something yourself. What We’re Looking For 8+ years of strong HRBP experience: You have substantial experience partnering with Engineering, Product or similarly technical organizations and can build credibility with senior technical leaders. Startup experience: You’ve worked in a fast-growing startup and understand the pace, ambiguity and changing needs that come with it. 0→1 builder: You have personally built and launched development, talent or manager programs where little or no infrastructure existed before. Excellent judgment: You can work through complex people situations, identify what actually matters and make clear recommendations without relying on a playbook for every answer. Manager coach: You can make managers better, including experienced leaders who expect their HR partner to challenge their thinking. High performance orientation: You know how to differentiate performance, develop exceptional people and address performance issues directly. Operator mindset: You are comfortable creating the strategy and doing the work required to get it into practice. Low-ego and direct: You communicate clearly, earn trust quickly and care more about getting to the right answer than owning the answer. In-person: You are able to work from our San Francisco office five days a week. Why Mercor You’ll have the opportunity to shape how Engineering and Product teams develop as Mercor scales, while building many of the underlying People systems for the first time. This is a high-ownership role with direct access to leaders and the ability to see the impact of your work quickly. Benefits: Generous equity grant vested over 4 years Health, dental, and vision insurance 401(k) with company match Unlimited paid vacation and sick days Parental leave for birthing and non-birthing parents Free mental health services $200 monthly wellness reimbursement $1.5K monthly meal stipend $200 monthly laundry reimbursement Free Equinox membership Up to $15K relocation bonus Mercor is an Equal Opportunity Employer and is committed to providing equal opportunity to all employees and applicants. Mercor does not discriminate based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression, sexual orientation, marital status, military service and veteran status, disability, protected medical condition as defined by California or local law, genetic information, or any other characteristic protected by applicable federal, California, or local laws and ordinances. Further, Mercor prohibits discrimination, harassment, and retaliation based on any combination of protected characteristics. This Policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, discipline, termination, and all other privileges, terms, and conditions of employment. This Policy and the law prohibit employment discrimination against any employee or applicant based on any legally protected status.