People Program Manager

Harvey•New York, NY

51d•$140,000 - $190,000

About The Position

Harvey has scaled from 0-500+ employees in a little over 3 years, with growing teams around the world. Our people programs need to be simple, high-impact, and built for a global, fast-moving company. We’re looking for our first People Program Manager to own our most critical company-wide programs — from performance and compensation to engagement and manager enablement. This is a high-leverage IC role for someone who can move seamlessly from strategy to execution, work across functions, and design scalable solutions that work for 1,000+ employees tomorrow. If you've ever wanted to build people programs from scratch the way you think they should work - this is your opportunity. You’ll report to the Chief of Staff for the People, Marketing, Real Estate & Workplace, and BizTech orgs. You’ll work closely with People Business Partners, Total Rewards, People Operations, Recruiting, Finance, and BizTech to deliver cohesive global programs that are data-driven and easy for employees and managers to navigate.

Requirements

5–7+ years in People Programs (with a focus on Talent Management and/or Employee Experience), People Ops, or a related function, with ownership of company-wide programs in a high-growth environment
Proven track record running performance and compensation cycles, engagement surveys, and/or L&D programs at scale
Strong program management: you can move from strategy to execution, manage complex cross-functional workflows, and deliver on time with high quality
Exceptional communicator who brings structure and clarity to ambiguous problems
Data-driven decision maker who uses metrics and judgment to prioritize impact
Agile learner with strong ownership and excellent judgment
Comfortable with ambiguity and rapid change
Thrives in a fast-paced, ambitious environment where “job’s not finished” means we’re always iterating and improving
Excited about working in the office 3+ days/week—this role works best alongside cross-functional partners and benefits from fast, in-person problem solving

Nice To Haves

Experience with Workday and CultureAmp (or similar tools) is a plus

Responsibilities

Own Harvey's performance and compensation cycles end-to-end
Lead the cross-functional working group, drive timelines, streamline the employee and manager experience, and ensure high-quality, consistent outcomes across teams and geographies
Design the program strategy, communication plans, and manager enablement while partnering with Total Rewards on market data, philosophy, and technical comp design
Lead our employee engagement strategy
Own survey design, metrics, insights, and recommendations using CultureAmp
Partner with People Business Partners to translate engagement data into actionable plans that drive measurable improvement in retention, manager effectiveness, and employee experience
Track trends over time and surface insights to leadership
Build and scale L&D and manager enablement programs
Build simple, scalable, high-ROI solutions that help leaders operate effectively in a high-growth environment
Partner with HRBPs to identify skill gaps and build targeted interventions (e.g., performance conversations, feedback skills, managing globally distributed teams)
Continuously iterate and improve people programs
Use data and feedback to identify what's working and what's not, then move quickly to improve
Build documentation, communication plans, and enablement materials that are easy to find and easy to use
Partner cross-functionally to deliver cohesive programs
Build strong relationships across People, Finance, BizTech
Manage vendor relationship and bring in external partners as needed
Navigate multi-country complexity with support from Legal and regional HRBPs
Flex into other high-priority people initiatives and company-wide programs as needed, like our monthly All Hands, global expansion projects, and other cross-functional efforts that benefit from tight program management