Director Global Benefits

Harvey

9d•$227,100 - $340,700

About The Position

Harvey is scaling fast across headcount, geographies, and the complexity that comes with both. Our benefits and leave programs are now the daily, tangible experience of working here for employees in a dozen countries, and they need an owner who can lead them at that scale. We're looking for our first Director of Global Benefits to own Harvey's benefits and leave of absence strategy end to end, building on the foundations we have as we head into the next phase of our growth. You'll set the philosophy and stay close enough to the work to know whether a plan design holds up in practice. This is a player/coach role for someone who has built and run a global benefits function before, ideally in a fast-scaling environment. You'll manage and grow our global benefits team, while engaging deeply in our highest-stakes workstreams: annual renewals, open enrollment, new-country launches, and the vendor relationships that underpin it all. You'll also own how benefits support feels day to day. Most employees meet this function through a single question at a stressful moment, and how that's handled matters as much as the plan design behind it. You'll report to our Head of Total Rewards and partner closely with People Operations, Payroll, Finance, Legal, and Recruiting.

Requirements

10+ years in benefits, including 3+ years leading and developing a team, ideally in a high-growth technology company.
Deep US benefits expertise across health and welfare plan design, 401(k), leave, and the compliance landscape (ERISA, ACA, COBRA, HIPAA, FMLA and state equivalents).
Real international experience: you've designed or administered benefits in EMEA and/or APAC and understand that statutory minimums are a floor, not a program.
Strategic and hands-on: You can present a plan-design recommendation to executives in the morning and untangle a Workday eligibility rule in the afternoon.
Vendor and broker management: You've run RFPs, negotiated renewals, and held partners accountable across a fragmented global vendor landscape.
Financial fluency: You can build and defend a benefits budget, model cost scenarios, and explain the tradeoffs plainly.
Exceptional communication: You translate complexity into clarity for employees, executives, and everyone in between.
Builder mentality. You're energized by ambiguity and by programs that don't exist yet.
AI experience. You’re using AI tools to streamline benefits work. We believe AI can meaningfully expand what a small benefits team can deliver, and we want someone who shares that belief.

Responsibilities

Define Harvey's global benefits and leave philosophy, including what "global consistency, local relevance" means as we enter new markets.
Lead plan design and redesign across the US and our international footprint (10+ markets and growing), balancing employee impact, competitiveness, and cost.
Build a program roadmap and business case for benefits, wellness, and leave, grounded in benchmarking and market analysis.
Grow and develop the global benefits team across the US and EMEA, setting priorities, raising the operating bar, and creating room for people to stretch.
Set and hold the standard for service delivery: response times, escalation, and follow-through on employee questions. Use AI and automation to take volume off the team without letting the experience get more distant.
Make our benefits legible, with clear, honest, localized communication so employees use what we offer and a partnership with Recruiting that makes our benefits a real differentiator in candidate conversations.
Oversee the annual cycle end to end: renewals, open enrollment, plan changes, carrier transitions, and new-country benefit launches.
Lead the global leave of absence program with consistency and care as volume scales.
Hold brokers, carriers, and third-party administrators to account globally, including RFPs, negotiations, contracting, and performance management.
Ensure compliance with local regulations in each market, partnering with Legal, Security, and Finance on vendor onboarding, data privacy, and risk review.
Manage the benefits budget with Finance and leverage utilization, cost, and sentiment data to decide what changes.