People Data Analytics Lead

Harvey•Dallas, TX

1d•$180,000 - $270,000

About The Position

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.

Requirements

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

Responsibilities

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