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 Mercor’s Delivery organization.

Delivery sits at the center of how Mercor turns customer demand into high-quality human data. Teams are launching and scaling accounts quickly, managing changing customer requirements, developing operators into larger roles, and making constant decisions about talent, performance and organizational structure.

The HRBP supporting this organization needs to understand that environment.

You will work directly with Delivery leaders and managers on the people decisions that affect whether an account and the organization perform: who we put in critical roles, how we develop strong operators, where management is breaking down, how teams should be structured, when someone needs a larger challenge, and when performance is below the bar.

This is not a role for someone who wants to operate at a distance from the business. You should understand the work, the customer environment and the economics well enough to challenge leaders and make practical recommendations.

Experience in the human data / AI data industry is required. You should already understand the operating model behind businesses delivering human-generated data, expert data, model evaluations, RLHF, data annotation or similar services to AI customers.

What You’ll Do

Partner directly with Delivery leadership. Advise leaders on talent, organization design, management, performance and workforce decisions as the organization scales.

Get close to the accounts. Understand the differences between teams, customers and types of work so that your people recommendations reflect the actual business rather than a generic HR model.

Raise the performance bar. Help managers distinguish exceptional performance from strong performance and performance that is below the bar. Make sure decisions are grounded in evidence and addressed quickly.

Develop strong operators. Identify high-performing SPLs, account leaders and other critical talent early. Work with leaders to create meaningful next opportunities through larger accounts, expanded scope, new problems, internal mobility or management opportunities.

Strengthen managers. Coach managers on feedback, expectations, team effectiveness, difficult conversations, performance issues and leadership behavior. Step in when a manager needs direct challenge, not simply support.

Help us retain our best people. Identify retention risk before it becomes a resignation. Understand what is driving it, including scope, compensation, manager quality, account experience, career progression and external market pull, and work with leaders on the right intervention.