HR Expert

$70–80/hrrate as listed

Mercor is contracting senior HR leaders to write evaluation scenarios, reference outputs, and grading rubrics for AI systems working in talent management, employee relations, and organizational design. Work splits into a US track (Title VII, FLSA, ADA, state law) and an International track (UK Employment Rights Act, EU labor directives); qualifying in one is enough.

Summary, eligibility guidance and screening preparation are prepared by Sidequest from the platform's posting. Check the source listing before applying.

What the work involves

You build self-contained HR "worlds" — a realistic organizational setting, a task an AI system is asked to perform inside it, a reference output showing how a senior practitioner would actually handle it, and a rubric that separates real judgment from plausible-sounding recall. Scenarios span workforce planning, recruiting and talent acquisition, employee and labor relations investigations, performance management, compensation and benefits design, and organizational restructuring. Many require you to reconstruct the tooling context that HR leaders actually work in: HRIS platforms such as Workday or SAP SuccessFactors, applicant tracking systems, and compensation benchmarking sources like Radford or Mercer surveys.

The reference artifacts are the ones you have produced in-role — an investigation report with findings and remediation, a compensation analysis with band construction and defensible pay-equity logic, a RIF or reorg proposal with adverse-impact review, a policy rewrite triggered by a legal change. Rubrics are the harder half of the job: you have to articulate why one answer is defensible and another is exam-quality boilerplate, and write that distinction so a reviewer who is not you can apply it consistently.

What the platform screens for

Ownership, not adjacency. Mercor's screen probes matters you personally ran — the investigation you led, the comp cycle you designed, the reorg you defended — with follow-ups that reward specifics and expose secondhand knowledge quickly.
Legal fluency in practice. Not statute recitation, but how Title VII disparate-impact analysis, FLSA exemption tests, ADA interactive-process obligations, or EU consultation requirements actually constrain a decision under time pressure.
Track clarity. Be explicit about US versus International; jurisdictional bluffing is the fastest disqualifier.
Writing under a rubric mindset. Prior rubric, training-content, or policy authorship is a meaningful advantage.

Logistics and pay

Fully remote and asynchronous, contractor engagement, with contributors observed in the $70–80/hr band for this listing — rates are as reported, not guaranteed, and vary with track, credential, and calibration performance. Most people work 10–20 hours per week around a full-time role, with periodic synchronous calibration sessions. Expect an onboarding period where early tasks are reviewed closely before volume opens up; SHRM-SCP, SPHR, or an international equivalent is strongly preferred.

What they look for

5+ years as a senior HR leader (VP/CHRO level) or HR consultant at a major firm or large employer
Direct ownership of employee relations investigations, compensation design, or talent programs
Working command of employment law in either the US track (Title VII, FLSA, ADA, state law) or International track (UK Employment Rights Act, EU labor directives)
SHRM-SCP, SPHR, CIPD, or equivalent recognized credential
Fluency with HRIS, ATS, and compensation benchmarking tools (Workday, SuccessFactors, Radford, Mercer)
Clear technical writing; prior rubric, policy, or training authorship a plus

Before you apply

Would you pass this screen?

Drawn from what this listing actually requires. Answered in your browser — nothing is sent to us, and we do not store your answers.

Do you have at least 5 years of professional experience in an HR leader role (HR director, VP of HR, Chief People Officer, or equivalent HR consulting role) at a major company, in-house at a large organization, or at an HR consulting firm?
Years of senior HR experience · required
Have you personally owned and executed a major talent acquisition program, employee relations initiative, compensation design project, or organizational development program—not just overseen the team that did—at a company or consulting firm?
Direct program ownership · required
Do you have working knowledge of either US employment law (Title VII, FLSA, ADA, state employment law) or international employment law (UK Employment Rights Act, EU labor directives), or both?
Employment law jurisdiction · required
Do you currently hold or have you earned a recognized HR professional credential such as SHRM-SCP, SPHR, or an equivalent international HR certification?
Professional credential · preferred

0 of 4 answered

Included with this listing

Interview prep — 11 questions

Matched to what this platform's screening actually measures. Answer each out loud in 60–90 seconds: claim → concrete example → implication.

What it tests: Whether the candidate has hands-on experience designing and running major talent programs, not just overseeing them; whether they can articulate the business problem and the HR mechanics that solved it.
A strong answer: The answer names a concrete program (e.g., a restructuring, a diversity hiring push, a succession plan), explains the business driver, identifies specific tools used (HRIS, ATS, workforce analytics), and shows the candidate shaped the approach—not just implemented policy handed down.
Where people lose it: Describing their role as 'managed the HR team that did this' or speaking only at policy level without naming tools, timelines, or metrics—signals they may not have the technical depth to author credible scenarios.