Senior Compensation Analyst, Harvey

• 3-5 years of experience in compensation, ideally in a high-growth startup environment
• Strong understanding of base, bonus, and equity compensation structures, including variable incentive design
• Deep familiarity with the engineering talent market and a proactive approach to staying informed about emerging trends in AI compensation
• Experience creating and maintaining compensation bands and frameworks at scale
• Comfortable working with ambiguity and shifting priorities; excited by fast change and quick iteration
• Adept at using Excel/Sheets, compensation data platforms (e.g., Radford, Pave), and analytics tools to drive insights
• Highly collaborative — you thrive in cross-functional partnerships, especially with recruiting, finance, sales, and leadership teams
• Curious, proactive, and energized by tackling complex challenges in a rapidly evolving market

Desirable

• Harvey is looking for a Sr. Compensation Analyst to join our fast-paced People team as our first dedicated compensation hire
• In this role, you’ll manage and evolve the compensation programs that help us attract and retain world-class talent — particularly in the rapidly changing AI landscape
• You’ll partner closely with Recruiting, People, and Leadership to execute against our compensation philosophy, build scalable frameworks, and ensure our approach to pay and equity reflects both our ambition and our pace
• Own and maintain compensation bands across departments and levels, iterating regularly based on market shifts, internal data, and business priorities
• Partner closely with Recruiting to shape offers that are competitive, equitable, and aligned with our compensation philosophy
• Collaborate with RevOps and Sales leadership to inform incentive plan design and ensure alignment with market practices
• Track trends in the engineering and AI talent markets to keep our compensation strategy current and compelling
• Lead compensation benchmarking efforts, including managing third-party data sources and compensation surveys
• Analyze internal pay equity and market competitiveness to inform compensation decisions and internal reviews
• Support and evolve key compensation processes, including leveling calibration, merit cycles, and equity refreshes
• Develop tools, dashboards, and guidance for stakeholders to make data-driven compensation decisions
• Serve as a strategic thought partner to People leadership in a fast-scaling, high-growth environment