Why Harvey

At Harvey were transforming how legal and professional services operate. By combining frontier agentic AI an enterprise-grade platform and deep domain expertise were 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 were 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 Jobs Not Finished. We act quickly on clear judgment over perfect information we believe simplicity is what scales and were never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive wed love to build with you.

At Harvey the future of professional services is being written today and were just getting started.

Role Overview

Youll be Harveys founding People Data Analytics Lead the technical leader for our people analytics function. Youll 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 isnt just reporting its 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 youll build the function from scratch and as it proves its value grow and lead a team.

What Youll Do

• Build a cohesive view of Harveys employee lifecycle connecting recruiting onboarding engagement performance mobility retention and exits into a single actionable narrative that shows where exceptional talent thrives or breaks down

• Own the vision and roadmap for Harveys 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 access

• Consolidate workforce data across Workday Ashby Envoy Culture Amp and other HR systems and build the data quality frameworks that keep it trustworthy at scale

• Define and maintain Harveys people metrics dictionary standardize how headcount attrition hiring and workforce trends are measured across the org

• Design 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 why

• Move 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 talent

• Build dashboards that give leadership clear visibility into the workforce cuttable by org region and function and shape exec-level decisions with the insights they surface

• Build 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 analytics

• Own 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 dont match

• Drive alignment across PBPs RecOps People Systems and Finance to define reporting cadence and answer the questions that drive strategic people decisions

• Set the bar for people data craft at Harvey define standards review work and grow the analytics capability of partner teams

• Use AI aggressively to automate workflows accelerate analysis and scale your impact this is a role where AI-first thinking compounds fast

What Were Looking For

• 7 years in people analytics HR data or workforce analytics ideally at a high-growth tech company

• Track record of building people analytics functions frameworks or methodologies from scratch not just executing within an established one

• Strong 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 team

• Hands-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 it

• Experience mentoring or upskilling partner teams on data practices dashboards or self-serve reporting

• AI-native workflows you use AI tools daily build with them and use them as force multipliers

• A self-starter attitude and the ability to thrive in ambiguous fast-paced environments

• Communicates persuasively with executives frames data into recommendations leaders act on

Compensation

$180000 - $250000 USD

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Harvey is an equal opportunity employer and does not discriminate on the basis of race gender sexual orientation gender identity/expression national origin disability age genetic information veteran status marital status pregnancy or related condition or any other basis protected by law.

We are committed to providing reasonable accommodations to applicants with disabilities and requests can be made by emailing