Senior Manager, New Partner Compensation Programs

About this role

<div class="content-intro"><p> </p> <p><strong>Why Work at Mercer Advisors?</strong></p> <p>For more than 40 years, Mercer Advisors has been helping families amplify and simplify their financial lives by integrating financial planning, investment management, business management, tax, estate, insurance, and more, all managed by a single team. We deliver the kind of comprehensive care once reserved for only the wealthiest households.</p> <p>Today, we serve over 42,800+ families across 110+ cities across the U.S. Ranked the #1 RIA Firm in the nation by Barron’s for two consecutive years, Mercer Advisors is an independent fiduciary legally bound to act in our clients’ best interests — always.*</p> <p>Mercer Advisors offers a workplace that stands apart in the financial industry. More than half of our employees and client-facing professionals are women, reflecting the clients we serve. With a flexible, national footprint, we build our teams around exceptional talent — wherever they are.</p> <p>Join us and help families amplify and simplify their financial lives with confidence.</p> <p><span style="font-size: 10pt;"><em>* Mercer Advisors was ranked #1 for RIA firms with up to $70 billion in assets. The Barron’s top RIA ranking is based on a combination of metrics – including size, growth, service quality, technology, succession planning and others. No fee was paid for participation in the ranking, however, Mercer Advisors has paid a fee to Barron’s to use the ranking in marketing. Please see important information about the ranking criteria methodology <a href="https://www.barrons.com/advisor/report/top-financial-advisors/ria?page=1&">here</a>.</em></span></p></div><p> </p> <table> <tbody> <tr> <td width="623"> <p> </p> <table> <tbody> <tr> <td width="623"> <p><strong>Job Summary:</strong></p> </td> </tr> </tbody> </table> <p> </p> <p>Mercer Advisors is a leading wealth management platform on a mission to create the context where leading fiduciary professionals can do the best work of their careers. Our M&A and organic growth strategies have fueled 30%+ annual growth, and we’re committed to building the industry standard of integrated wealth management.</p> <p>We partner with high-performing advisory firms to expand our geographic footprint, deepen our capabilities, and create long-term value for clients, partners, and employees. M&A is a core engine of our growth and value creation. Executing this strategy successfully requires intentional integration of the partner firm’s entire team. Compensation is a critical lever in that integration, directly influencing engagement, retention, and long-term alignment with the firm’s objectives.</p> <p>The <strong>Sr. Manager, New Partner Compensation Programs</strong> is accountable for end-to-end compensation strategy, execution, and governance for acquired partner firms. This role sits at the intersection of Partner Development, People, Finance, and Legal, ensuring that compensation decisions made during transactions are intentional, well-understood, and executable over time.</p> </td> </tr> </tbody> </table> <p> </p> <table> <tbody> <tr> <td width="623"> <p><strong>Essential Job Functions for this role include:</strong></p> </td> </tr> <tr> <td width="623"> <p><strong>Deal-Stage Compensation Diagnosis and Strategy </strong></p> <ul> <li>Assess and diagnose current seller compensation plans.</li> <li>Partner with Partner Development, Finance, People, and Legal during diligence and deal structuring to design aligned compensation approaches.</li> <li>Model compensation scenarios and clearly articulate tradeoffs and considerations.</li> <li>Ensure compensation commitments made during negotiations are deliberate, documented, and operationally feasible post-close.</li> </ul> <p><strong>M&A Compensation Frameworks and Playbooks </strong></p> <ul> <li>Own and maintain clear, scalable compensation frameworks for M&A, including standard models, transition approaches, and exception criteria.</li> <li>Define governance for bespoke arrangements, including tracking, sunset provisions, and conversion to standard plans.</li> <li>Create repeatable playbooks, tools, and documentation used by deal teams, People Partners, Rewards, and Finance.</li> <li>Develop clear education materials for incoming partners explaining Mercer’s compensation philosophy, programs, and what to expect over time.</li> </ul> <p><strong>Post-Close Compensation Integration and Execution </strong></p> <ul> <li>Translate specific compensation commitments into Mercer’s compensation cycle.</li> <li>Manage phased transitions, including multi-year or multi-cycle transitions.</li> <li>Ensure accuracy and alignment across Compensation, Legal and Finance</li> <li>Act as the escalation owner for M&A compensation issues post-close.</li> </ul> <p><strong>Ongoing Governance and Industry Expertise </strong></p> <ul> <li>Maintain a centralized, living repository of all M&A compensation commitments.</li> <li>Serve as the single source of truth for historical M&A compensation…