People Data Analytics Lead, Harvey
$180-270k
+ Equity + Bonus
Domain-specific AI for legal and professional services
Job no longer available
Domain-specific AI for legal and professional services
501-1000 employees
Job no longer available
$180-270k
+ Equity + Bonus
501-1000 employees
Company mission
To help professionals develop expertise, faster.
Role
Who you are
- 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 — you can write complex queries, validate data quality, and collaborate fluently with data engineers on schema design and transformation logic
- Hands-on experience with a cloud data warehouse (Snowflake strongly preferred)
- Experience with at least one data viz tool (Looker, Tableau, 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
What the job involves
- You'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
- Build 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 down
- Own the vision and roadmap for Harvey's people data infrastructure — partner with Data Engineering and Security to stand up the people data layer in Snowflake (or similar), define architecture requirements, and 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 Harvey's 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
- 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
Our take
The explosive popularity of generative AI tools has seen specialized solutions popping up for all kinds of industries. Hoping to help supercharge efficiency and productivity for legal teams, Harvey supplies generative AI that can assist with documentation, as well as aid research and optimize workflows.
Via natural language instructions, Harvey helps draft and analyze legal documents. It can also answer complex questions across large document sets, or even handle research queries that cover multiple domains in legal, regulatory and tax.
Its ability to support legal practitioners as if it's another member of the team is what makes Harvey particularly interesting. This approach has seen the company raise substantial funding, reaching Unicorn status in 2024. Funds are now being used to expand to new geographies, grow headcount and further collect and curate data to train more “domain-specific” AI models.
Kirsty
Company Specialist at Welcome to the Jungle
Company
Funding (last 2 of 10 rounds)
Mar 2026
$200m
LATE VC
Oct 2025
$59m
GROWTH EQUITY VC
Total funding: $1.2bn
Company HQ
Financial District, San Francisco, CA
Leadership
Winston Weinberg
(Co-Founder & CEO)Graduated with a Juris Doctor from the USC Gould School of Law, then spent 1 year as an Associate at O'Melveny & Myers before founding Harvey.
Gabe Pereyra
(Co-Founder & President)Previously worked as a Research Scientist at Meta and DeepMind. Also spent a year as a Brain Resident at Google.
Salary benchmarks
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