Sr. Compensation Analyst

Position Overview

• Location Type: Not Specified
• Employment Type: Full-Time
• Salary: $120K - $150K

Harvey is a secure AI platform for legal and professional services that augments productivity and automates complex workflows. Harvey uses algorithms with reasoning-adept LLMs that have been customized and developed by our expert team of lawyers, engineers and research scientists. We’ve found product market fit and are scaling our team very quickly. Some reasons to join Harvey are: - Exceptional product market fit: We have partnered with the largest law firms and professional service providers in the world, including Paul Weiss, A&O Shearman, Ashurst, O’Melveny & Myers, PwC, KKR, and many others. - Strategic investors: Raised over $500 million from strategic investors including Sequoia, Google Ventures, Kleiner Perkins, and OpenAI. - World-class team: Harvey is hiring the best talent from DeepMind, Google Brain, Stripe, FAIR, Tesla Autopilot, Glean, Superhuman, Figma, and more. - Partnerships: Our engineers and researchers work directly with OpenAI to build the future of generative AI and redefine professional services.

Harvey is seeking a Sr. Compensation Analyst to join its People team as the first dedicated compensation hire. This role will manage and evolve compensation programs, partnering with Recruiting, People, and Leadership to attract and retain top talent in the rapidly evolving AI landscape.

Requirements

• 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.

Responsibilities

• 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.

Application Instructions

• Please refer to Harvey's career website for application instructions.