As a Sr. Compensation Analyst at Harvey, you'll take charge of managing and evolving our compensation programs. You'll oversee compensation bands across departments, partner with Recruiting to create competitive offers, collaborate on incentive plan designs, and lead benchmark efforts. Your role will also involve analyzing internal pay equity and ensuring our compensation strategies are aligned with market trends, especially in the fast-evolving AI sector.

To qualify for the Sr. Compensation Analyst role at Harvey, candidates should have 3-5 years of experience in compensation, ideally in a high-growth startup. A strong understanding of base, bonus, and equity compensation structures is essential, along with experience in managing compensation frameworks. Familiarity with the engineering talent market and analytical tools like Excel or compensation data platforms will also be critical for success.

Harvey's compensation philosophy is designed to reflect our ambition and fast-paced environment, focusing on equity and competitiveness to attract and retain top talent. By maintaining comprehensive compensation bands and continuously analyzing market practices, the Sr. Compensation Analyst will ensure that our pay structures not only meet but exceed the expectations of our employees, fostering a culture of loyalty and commitment.

Working as a Sr. Compensation Analyst at Harvey offers numerous advantages, such as the opportunity to shape compensation strategies in a burgeoning field. You will gain invaluable experience collaborating with top-tier talent and work in an environment that embraces change. The role also promises growth and access to career advancement, especially within a groundbreaking company leveraging AI to redefine professional services.

For the Sr. Compensation Analyst role at Harvey, proficiency in Excel and Google Sheets is vital for data analysis and decision-making. Experience with compensation data platforms like Radford and Pave will enhance your ability to inform compensation strategies, while analytics tools will aid in interpreting market trends and forming effective compensation frameworks.

When answering this question, emphasize your relevant experience by detailing specific projects where you managed compensation structures, assessed pay equity, or implemented compensation frameworks. Provide quantitative results if possible to highlight your effectiveness in improving compensation strategies.

Discuss your analytical methods, such as utilizing third-party data sources or industry surveys. Emphasize your ability to compare salaries, bonuses, and equity offerings in different companies to ensure internal alignment and external competitiveness.

You could outline your approach to performing regular pay audits, utilizing data analysis to identify discrepancies, and collaborating with relevant departments to address any issues found. Talk about the importance of transparency and maintaining a culture of equity and fairness.

Mention resources you rely on such as industry reports, workshops, webinars, and professional networks. Share how you utilize insights from these sources to adapt and refine compensation strategies within your organization.

Share a detailed account of a specific challenge you faced, the actions you took to address it, and the outcome. Highlight your problem-solving skills, analytical ability, and capacity to work cross-functionally.

Emphasize the importance of collaboration in ensuring that compensation strategies align with overall business goals. Discuss how working closely with HR and leadership can help enhance employee satisfaction and support retention efforts.

Explain your process of analyzing market data, understanding job responsibilities, and collaborating with recruiting teams to construct attractive offers. You could also mention adjusting offers for factors such as geographic location and market demand.

Discuss trends such as increased demand for flexibility and remote work, the rise of performance-based compensation, and salary transparency laws. Offer insights on how these trends shape your strategies for maintaining competitive compensation packages.

Describe your approach to addressing employee concerns transparently while ensuring you provide your objective understanding of compensation structures. Emphasize listening to employee feedback and your willingness to reevaluate compensation when necessary.

Named metrics such as employee engagement scores, turnover rates, and incident rates of pay equity issues. Explain how you would analyze these metrics over time to evaluate the success and areas for improvement within the compensation programs.