Original listing text, shown exactly as published by the company.
What You'll Do
- 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 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 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
- 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 don't 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 We're 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$180,000 - $250,000 USD
Depending on your location, an Applicant Privacy Notice may apply to you. You can find all of our Applicant Privacy Notices [here].#LI-RB1…
