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15 days ago
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Why HarveyAt Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.This is a rare chance to help build a generational company at a true inflection point. With 1500+ customers in 60+ countries, strong product-market fit, and world-class investor support, we’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you.At Harvey, the future of professional services is being written today — and we’re just getting started.Role OverviewYou'll be Harvey's founding People Data Analytics Lead — the technical leader for our people analytics function. You'll set the long-term direction for how we measure, model, and act on workforce data: building the data layer from scratch, defining the methodology others work from, and connecting the full employee lifecycle into a single, actionable view of how exceptional talent thrives at Harvey. The goal isn't just reporting — it's helping leaders understand why things are happening across the workforce and intervene before issues scale. This role sits within People Ops, with deep partnership across Total Rewards, Recruiting Ops, PBPs, People Systems, and Finance. This is a founding role — you'll build the function from scratch and, as it proves its value, grow and lead a team.What You'll DoBuild a cohesive view of Harvey's employee lifecycle — connecting recruiting, onboarding, engagement, performance, mobility, retention, and exits into a single, actionable narrative that shows where exceptional talent thrives or breaks downOwn the vision and roadmap for Harvey’s people data infrastructure — partner with Data Engineering to enable source connectors (Workday, Ashby, and others), then own the data transformation (dbt) and reporting layer; drive role-based access controls and data governance so the right people have the right accessConsolidate workforce data across Workday, Ashby, Envoy, Culture Amp, and other HR systems, and build the data quality frameworks that keep it trustworthy at scaleDefine and maintain Harvey's people metrics dictionary — standardize how headcount, attrition, hiring, and workforce trends are measured across the orgDesign the frameworks and methodologies that scale beyond v1 — forecast headcount, model attrition, segment the org, benchmark against market — built to explain not just what is happening but whyMove People Analytics beyond reporting into intervention — surface leading indicators, manager behaviors, operational friction, and emerging org risks before they become scaled people problems, and help Harvey understand what attracts, enables, retains, and risks losing exceptional talentBuild dashboards that give leadership clear visibility into the workforce, cuttable by org, region, and function — and shape exec-level decisions with the insights they surfaceBuild the self-service foundation that lets partner teams operate independently — design the frameworks, tooling, and documentation so that comp, PBPs, and other partners can surface their own insights without routing every question through analyticsOwn headcount reconciliation and PID governance — define the standards for how positions are opened, edited, and closed; maintain the single source of truth across Finance, Ashby, and Workday; and own reconciliation when the numbers don't matchDrive alignment across PBPs, RecOps, People Systems, and Finance to define reporting cadence and answer the questions that drive strategic people decisionsSet the bar for people data craft at Harvey — define standards, review work, and grow the analytics capability of partner teamsUse AI aggressively to automate workflows, accelerate analysis, and scale your impact — this is a role where AI-first thinking compounds fastWhat We're Looking For7+ years in people analytics, HR data, or workforce analytics, ideally at a high-growth tech companyTrack record of building people analytics functions, frameworks, or methodologies from scratch — not just executing within an established oneStrong SQL and hands-on dbt experience — you can write complex queries, build and own data models end-to-end, and manage your own transformation layer without relying on a central data engineering teamHands-on experience with a cloud data warehouse (Snowflake strongly preferred)Experience with at least one BI tool (Looker, Tableau, Omni, Power BI, or similar)Direct Workday (HRIS) and ATS experience; you understand how people data is structured in an HRIS and what breaks itExperience mentoring or upskilling partner teams on data practices, dashboards, or self-serve reportingAI-native workflows — you use AI tools daily, build with them, and use them as force multipliersA self-starter attitude and the ability to thrive in ambiguous, fast-paced environmentsCommunicates persuasively with executives — frames data into recommendations leaders act onCompensation$180,000 - $250,000 USDAdditionally, this role is eligible to participate in our equity plan and benefits program. Benefits include, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits (401k match up to 4%), and flexible PTO.
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