Employee Experience Specialist, Harvey

• 3+ years of hands-on event experience — ideally as a meaningful part of your actual job, not a side project. This could come from an in-house corporate events or workplace team, an event production agency (if your title has ever been "Event Producer," we want to talk), a law firm, or hospitality (hotels, venues, weddings) — what matters is that you've run the actual logistics of an event, repeatedly, not just helped out occasionally
• A high tolerance for ambiguity and a strong bias toward action. This function is being built as you join it. You'll get the most out of this role if that energizes you rather than wears you down
• Sharp organizational instincts — you can juggle vendor contracts, RSVP lists, and shipping logistics for multiple events and programs at once without dropping details
• A genuine love of the operational side. You want to run the logistics yourself — not hand them off to someone else to execute
• Comfort communicating across time zones and cultures — you'll be coordinating with stakeholders in offices from San Francisco to London to Bengaluru, and figuring out what "a great experience" looks like to each of them
• Strong written and verbal communication, with a service-first mindset

Desirable

• Harvey's Employee Experience team was recently established, and you’d be one of its first hires reporting to the Employee Experience Lead
• Previously, individual offices ran their own events independently, and swag was made ad hoc
• As Harvey has grown to more than a dozen global offices, it’s building a centralized team to design and run employee experience programs consistently across every location
• You’d join at an early stage of that transition
• Harvey just ran its first company-wide event spanning 13 offices simultaneously: its 4th Anniversary Celebration
• Up next, the team is designing family-oriented events, wellness events, 13+ holiday parties, and even a round-the-world leadership tour
• You'll support that planning directly
• Much of the work is establishing processes and programs that don't yet exist in their final form, rather than running an established playbook
• You’ll combine hands-on event logistics, company-wide engagement and recognition programs, and vendor coordination, all while tailoring programming across offices of different sizes, cultures, and preferences (for example, adjusting activities based on what a given office's employees actually enjoy)
• Global signature events, end to end — company anniversaries, holiday parties, and other company-wide moments. You'll be the connective tissue between a central creative vision and 13+ very different offices, working with local vendors and event planners to make each one feel tailored, not templated
• On-the-ground execution in New York — you're the person actually in the room: managing vendors, confirming the mic works before leadership speaks, solving the problem nobody planned for
• Recognition and milestones — birthdays, work anniversaries, milestone gifting, and the full operational engine of Harvey Honors (nominations, logistics, fulfillment). You'll own the systems that make sure nothing slips through the cracks, so every moment that matters lands on time and feels personal
• Swag — from new-hire kits to on-brand gear, plus our new self-serve swag store. You’ll help stand it up and run it as the place employees claim their own gear, keeping the whole program feeling intentional and on-brand
• Harvey Hangouts — our recurring small-group connection program, coordinating facilitators, managing the budget, tracking participation, and running U.S. events from venue booking through wrap-up
• The company-wide events calendar and theming — you set the themes, timing, and guidelines that every office uses, while local Workplace teams handle small, office-specific execution
• The unglamorous operational backbone that makes all of this work — RSVPs, dietary and accessibility needs, contracts, invoices, shipping, budget tracking, and flagging variances before they become a problem
• Feedback loops — surveys, pulse checks, and focus groups that tell us whether any of this is actually landing, and shape what we do next
• You'll have real creative latitude here. There's no fixed formula for what a "great Harvey experience" looks like yet — you'll help define it, propose ideas, and even A/B test approaches, always in service of making things feel high-touch and genuinely personal rather than corporate