Sr. People Systems Analyst

Harvey · United States

Hybrid
Full-time
$140,000 / year
United States

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Job highlights

Configure Workday Compensation modules for global growth.
Support compensation cycles and equity grants.
Build Workday reports and manage integrations.
Configure Workday security and permissions.
Collaborate cross-functionally for system solutions.

About the role

About Harvey

At Harvey, we’re transforming how legal and professional services operate — not incrementally, but end-to-end. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come. This is a rare chance to help build a generational company at a true inflection point. With 1000+ customers in 60+ countries, strong product-market fit, and world-class investor support, we’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched. Our team is sharp, motivated, and deeply committed to the mission. We move fast, operate with intensity, and take real ownership of the problems we tackle — from early thinking to long-term outcomes. We stay close to our customers — from leadership to engineers — and work together to solve real problems with urgency and care. If you thrive in ambiguity, push for excellence, and want to help shape the future of work alongside others who raise the bar, we invite you to build with us. At Harvey, the future of professional services is being written today — and we’re just getting started.

Role Overview

We're seeking a People Systems Analyst to join our Corporate IT team and serve as a Workday specialist focused on Compensation configuration, with additional expertise spanning reporting, security roles, integrations, or benefits. You'll own the hands-on configuration, maintenance, and optimization of Workday Compensation modules — including supporting annual compensation review cycles, compensation planning, equity grant processes, and compensation statements — while partnering cross-functionally to ensure our people systems scale seamlessly with Harvey's rapid global growth. This role is responsible for ensuring compensation data integrity, building scalable system processes, and delivering accurate, compliant, and user-friendly experiences for employees, managers, and stakeholders worldwide. The ideal candidate is a hands-on Workday configurator with deep expertise in Compensation and at least one additional functional area (reporting, security roles, integrations, or benefits), who thrives in a high-growth environment and can balance tactical system work with strategic roadmap planning.

What You'll Do

Configure and maintain Workday Compensation plans, including base pay, bonus targets, one-time payments, equity grants, and compensation grade profiles across multiple countries.
Support annual and mid-year compensation review cycles end-to-end — including integration with performance management tools, compensation change loads, compensation statements, and manager reporting.
Build and maintain custom reports and dashboards in Workday to support People Ops, Total Rewards, Finance, Payroll, and cross-functional stakeholders with compensation data, headcount reporting, incentive compensation tracking, and compliance audits.
Support the implementation and configuration of the Advanced Compensation module within Workday, including compensation planning cycles, merit increases, bonus calculations, and equity refresh processes.
Manage Workday integrations related to compensation data — including connections to payroll systems, market data providers (e.g., Pave, Radford), ATS platforms (e.g., Ashby), and financial planning tools.
Configure and maintain Workday security roles and permissions, including domain and business process security, role-based access controls, and audit readiness — ensuring sensitive compensation data is properly segmented and auditable.
Partner cross-functionally with People Ops, Total Rewards, Payroll, Finance, Legal, and IT to gather requirements, design scalable processes, and deliver system solutions aligned with business needs.
Manage Workday release cycles, including reviewing new features, running regression testing, and deploying configuration updates to production.

What You Have

Minimum 5 years of experience in Workday configuration and administration, with deep hands-on expertise in Compensation modules (including compensation plans, grade profiles, compensation statements, and one-time payments).
Proven experience supporting compensation review cycles within Workday, including data loads, statement generation, and manager enablement.
Strong proficiency in Workday custom report writing, including advanced reports, calculated fields, and scheduled/automated report delivery.
Experience with Workday security configuration, including domain and business process security, role-based access, and audit readiness.
Experience building and managing Workday integrations (e.g., EIBs, Core Connectors, or RAAS reports).
Strong communication and stakeholder management skills, especially with non-technical teams.
Ability to thrive in a fast-paced, high-growth, and global environment.

Compensation

Depending on your location, an Applicant Privacy Notice may apply to you. You can find all of our Applicant Privacy Notices [here]. Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing accommodations@harvey.ai

Key skills/competency

Workday Configuration
Compensation Modules
Workday Reporting
Workday Security
Workday Integrations
People Systems
Total Rewards
HRIS
Global Growth
System Optimization

Skills & topics

Workday
People Systems
Compensation
HRIS
Analyst
Configuration
Reporting
Security
Integrations
Total Rewards

How to get hired

Tailor your resume: Highlight your 5+ years of Workday configuration experience, specifically in Compensation modules, reporting, security, or integrations.
Showcase Workday expertise: Quantify your achievements in supporting compensation review cycles and building custom reports, calculated fields, and integrations.
Emphasize adaptability: Detail your experience in fast-paced, high-growth, global environments and your ability to manage stakeholder relationships.
Prepare for Workday questions: Be ready to discuss specific configuration scenarios, problem-solving approaches, and your understanding of compensation processes.
Highlight collaboration: Provide examples of how you've partnered with People Ops, Finance, and other teams to deliver system solutions.

Technical preparation

Master Workday Compensation module configuration.,Practice building advanced Workday reports.,Familiarize with Workday security roles.,Review Workday integration methods (EIBs, Core Connectors).

Behavioral questions

Describe a complex compensation cycle you managed.,How do you handle conflicting stakeholder requirements?,Share an example of improving a system process.,How do you adapt to rapid company growth?

Frequently asked questions

What are the key Workday modules for the Sr. People Systems Analyst role at Harvey?: The Sr. People Systems Analyst role at Harvey focuses heavily on the Workday Compensation modules. This includes expertise in configuring compensation plans, grade profiles, compensation statements, and supporting annual compensation review cycles. Additional functional areas of expertise are also valuable, such as Workday reporting, security roles, integrations, and benefits.
How does Harvey support its employees' growth and development in this role?: Harvey emphasizes unparalleled opportunities for personal, professional, and financial growth. The company fosters a fast-paced, high-growth environment where employees are encouraged to push for excellence and shape the future of work. This role offers the chance to work on ambitious projects and grow alongside a sharp, motivated team.
What is Harvey's approach to compensation and benefits?: While specific details are not provided, the Sr. People Systems Analyst role is central to managing Harvey's compensation structure, including base pay, bonus targets, equity grants, and compensation planning. The role also involves integrating with market data providers and ensuring data integrity for total rewards and payroll.
What kind of Workday integrations are important for this role at Harvey?: For the Sr. People Systems Analyst at Harvey, experience with Workday integrations related to compensation data is crucial. This includes connections to payroll systems, market data providers (like Pave, Radford), ATS platforms (like Ashby), and financial planning tools. Familiarity with EIBs, Core Connectors, or RAAS reports is beneficial.
What technical skills are most critical for the Sr. People Systems Analyst position at Harvey?: The most critical technical skills include a minimum of 5 years of Workday configuration and administration experience, with deep hands-on expertise in Workday Compensation modules. Strong proficiency in Workday custom report writing (advanced reports, calculated fields) and experience with Workday security configuration and integrations are also essential.
How does Harvey ensure data integrity and compliance within its people systems?: The Sr. People Systems Analyst is responsible for ensuring compensation data integrity and building scalable system processes. This involves configuring Workday modules accurately, maintaining security roles and permissions for sensitive data, and ensuring audit readiness to deliver compliant and user-friendly experiences globally.

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