Learning and Development Program Manager

At Mercury, we’re committed to creating a high-performance environment where employees can learn, grow, and thrive. As our Learning and Development Program Manager, you’ll play a critical role in shaping our approach to employee growth from day one. You’ll take ownership of designing, delivering, and continuously improving key L&D programs—ranging from new hire onboarding and manager enablement to company-wide skill-building. This is an exciting opportunity to build creative, relevant programs that don’t just follow standard scripts but instead reflect our unique Mercury culture and context.

You’ll partner closely with stakeholders across the People team, executive leadership, and nearly every department at Mercury. We’re looking for someone who is energized by end-to-end learning program management—from initial scoping and instructional design to facilitation, evaluation, and iteration. You’ll also help us develop best practices for L&D and serve as a key resource for employees looking to continuously learn and elevate their careers at Mercury.

*Mercury is a financial technology company, not a bank. Banking services provided by Choice Financial Group, and Column N.A., Members FDIC.

Here are some things you’ll do on the job:

• Lead new hire onboarding program, everything from operations and scheduling to building and refining training content and materials. Act as “face” of Mercury for all incoming new hires and cultivate a warm and welcoming environment.
• Support and enhance critical manager enablement programs like monthly manager meetings, new manager onboarding, and our internal Managing at Mercury series
• Lead end-to-end program management by scoping new L&D projects, setting timelines and milestones, coordinating cross-functionally for smooth rollouts and positive participant experiences, and continually measuring, refining and iterating on initiatives based on feedback, evolving business needs, and best practices.
• Design, develop, and deliver engaging training for employees by creating from-scratch learning content aligned with Mercury’s culture and values. This includes live training content as well as async resources like videos, one-pagers, and other micro-learnings.
• Work closely with subject-matter experts both internally as well as externally (when we elect to outsource training) to co-create relevant content, leveraging fresh ideas suited to Mercury’s unique culture.
• Manage L&D tools and vendors by overseeing learning platforms, exploring new technologies, and researching and partnering with specialized vendors to enhance program offerings.
• Foster a culture of continuous learning by building resources and programs to help employees optimize their L&D stipends and actively develop their skills 

You should:

• 3–5 years of relevant experience in Learning & Development, HR Program Management, or other relevant field with a track record of designing and implementing successful programs.
• Instructional design skills: You can build engaging learning content from scratch (certifications here a big plus). 
• Facilitation experience: You’re comfortable leading remote trainings and learning sessions, with a knack for keeping participants engaged.
• End-to-End program management: You have experience with scoping, planning, executing, and improving programs, managing all the moving pieces from kickoff to launch (and beyond).
• Creative, adaptable mindset: You thrive in ambiguous environments and can innovate solutions that best fit Mercury’s unique culture.
• Prioritize collaboration & partnership: You proactively seek out stakeholders, ask great questions, and keep everyone aligned along the way.
• Strong communication & storytelling: You can turn complicated ideas into clear, relatable narratives—both written and spoken.
• Ownership mentality: You take full responsibility for your projects, follow through on details, and see every initiative as an opportunity to learn and improve.
• Familiarity with LMS / Instructional design tools is a plus, particularly WorkRamp and Articulate

The total rewards package at Mercury includes base salary, equity (stock options), and benefits.

Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

Our target new hire base salary ranges for this role are the following:

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $120,300 - $150,400
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $108,300 - $135,400
• Canadian employees (any location): CAD $113,700-$142,100

Mercury values diversity & belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic. We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role.

We use Covey as part of our hiring and / or promotional process for jobs in NYC and certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on January 22, 2024. Please see the independent bias audit report covering our use of Covey here.

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