Role Overview

Harvey is looking for a Compensation Business Partner to ensure our compensation philosophy, principles, and practices extend to all of our markets outside of the US, initially focused on EMEA and APAC.

This will be our first Compensation Business Partner dedicated to our international business sitting within the EMEA region, and an opportunity to help shape how Harvey approaches compensation as we continue to scale globally. You’ll partner closely with our People Business Partners, Recruiting team, business leaders, and the broader Compensation team to ensure our programs remain competitive, thoughtful, and scalable across markets.

We’re looking for someone who combines deep compensation expertise with strong business judgment. You should be equally comfortable analyzing market data, advising a recruiter on a complex offer, partnering with a PBP and developing a point of view on how Harvey should approach compensation in a new or rapidly evolving market. This is a highly collaborative role that will have a great degree of partnership across many functions.

What You'll Do

• Serve as the primary Compensation Business Partner for EMEA and APAC, developing deep context on our teams, talent markets, and hiring needs across the regions.

• Partner closely with People Business Partners and business leaders on compensation decisions including new hires, promotions, internal mobility, and other complex compensation questions.

• Build a particularly strong partnership with Recruiting, advising on offers, market competitiveness, and candidate-specific situations.

• Help evolve Harvey's international compensation strategy as we scale, including our approach to geographic differentiation, market positioning, salary structures, and equity.

• Bring deep equity expertise and help translate Harvey's equity philosophy across markets where candidate expectations and familiarity with US-style equity compensation can vary significantly.

• Research emerging compensation practices and talent trends, particularly across the rapidly evolving AI market, and turn external data into clear recommendations for Harvey.

• Conduct market analyses using compensation survey data and other sources, while applying judgment.

• Partner with the broader Compensation team on compensation cycles, benchmarking, band development, and company-wide programs, ensuring international considerations are represented from the beginning.

• Identify where our US practices translate internationally—and where they don't—and proactively recommend changes as Harvey enters and scales in new markets.

• Help build the infrastructure, principles, and enablement that will allow Harvey's international compensation approach to scale.

What You Have

• 5-7+ years of experience in compensation

• Experience supporting international compensation across EMEA and/or APAC.

• Experience working for a US-headquartered company, with a strong understanding of how global compensation programs are designed and adapted for international markets.

• Meaningful experience with equity compensation, including the ability to explain and advise on equity in markets with different norms and expectations.

• Experience in a high-growth startup or scale-up environment; you are comfortable building while the company and market are changing around you.

• Strong knowledge of compensation fundamentals including market benchmarking, salary structures, job leveling, offers, promotions, retention, and pay decisions.

• Exceptional business partnership skills. You can build trust with leaders, PBPs, and recruiters while being willing to challenge assumptions.

• Strong analytical skills paired with excellent judgment—you know when the data is telling you something and when it requires additional context.

• Intellectual curiosity and a genuine appetite to become an expert on the AI talent market, including proactively researching competitors, compensation trends, and emerging practices.

• Comfortable operating with ambiguity and building new approaches rather than relying on an established playbook.

• Ability to communicate complicated compensation concepts simply and credibly to audiences with very different levels of compensation expertise.

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