Why This Job is Featured on The SaaS Jobs
This Sr. People Systems Analyst role stands out as a SaaS-relevant systems position because it sits at the intersection of global scale and operational rigor. With a large, distributed customer base and indications of rapid international expansion, the listing signals the kind of environment where people systems become core infrastructure, not back-office tooling. The focus on Workday Compensation also reflects a common SaaS pattern: standardizing sensitive processes while keeping pace with frequent organizational change.
For a long-term SaaS career, the work maps closely to the operating cadence of modern software companies. Owning compensation cycles, data integrity, and security configuration builds fluency in how SaaS organizations translate headcount planning into governed workflows and reliable reporting. The mix of configuration, integrations, and release management is especially transferable across SaaS companies that rely on interconnected HR, finance, and analytics stacks.
This role is best suited to an experienced Workday practitioner who prefers hands-on ownership and cross-functional problem solving. It will fit someone who enjoys balancing precise configuration work with stakeholder alignment across People, Finance, Payroll, Legal, and IT, and who is motivated by building repeatable system processes that can support multi-country operations.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
Why Harvey
At Harvey, we’re transforming how legal and professional services operate — not incrementally, but end-to-end. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.
This is a rare chance to help build a generational company at a true inflection point. With 1000+ customers in 60+ countries, strong product-market fit, and world-class investor support, we’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.
Our team is sharp, motivated, and deeply committed to the mission. We move fast, operate with intensity, and take real ownership of the problems we tackle — from early thinking to long-term outcomes. We stay close to our customers — from leadership to engineers — and work together to solve real problems with urgency and care. If you thrive in ambiguity, push for excellence, and want to help shape the future of work alongside others who raise the bar, we invite you to build with us.
At Harvey, the future of professional services is being written today — and we’re just getting started.
Role Overview
We're seeking a People Systems Analyst to join our Corporate IT team and serve as a Workday specialist focused on Compensation configuration, with additional expertise spanning reporting, security roles, integrations, or benefits. You'll own the hands-on configuration, maintenance, and optimization of Workday Compensation modules — including supporting annual compensation review cycles, compensation planning, equity grant processes, and compensation statements — while partnering cross-functionally to ensure our people systems scale seamlessly with Harvey's rapid global growth. This role is responsible for ensuring compensation data integrity, building scalable system processes, and delivering accurate, compliant, and user-friendly experiences for employees, managers, and stakeholders worldwide.
The ideal candidate is a hands-on Workday configurator with deep expertise in Compensation and at least one additional functional area (reporting, security roles, integrations, or benefits), who thrives in a high-growth environment and can balance tactical system work with strategic roadmap planning.
What You'll Do
Configure and maintain Workday Compensation plans, including base pay, bonus targets, one-time payments, equity grants, and compensation grade profiles across multiple countries.
Support annual and mid-year compensation review cycles end-to-end — including integration with performance management tools, compensation change loads, compensation statements, and manager reporting.
Build and maintain custom reports and dashboards in Workday to support People Ops, Total Rewards, Finance, Payroll, and cross-functional stakeholders with compensation data, headcount reporting, incentive compensation tracking, and compliance audits.
Support the implementation and configuration of the Advanced Compensation module within Workday, including compensation planning cycles, merit increases, bonus calculations, and equity refresh processes.
Manage Workday integrations related to compensation data — including connections to payroll systems, market data providers (e.g., Pave, Radford), ATS platforms (e.g., Ashby), and financial planning tools.
Configure and maintain Workday security roles and permissions, including domain and business process security, role-based access controls, and audit readiness — ensuring sensitive compensation data is properly segmented and auditable.
Partner cross-functionally with People Ops, Total Rewards, Payroll, Finance, Legal, and IT to gather requirements, design scalable processes, and deliver system solutions aligned with business needs.
Manage Workday release cycles, including reviewing new features, running regression testing, and deploying configuration updates to production.What You Have
Minimum 5 years of experience in Workday configuration and administration, with deep hands-on expertise in Compensation modules (including compensation plans, grade profiles, compensation statements, and one-time payments).
Proven experience supporting compensation review cycles within Workday, including data loads, statement generation, and manager enablement.
Strong proficiency in Workday custom report writing, including advanced reports, calculated fields, and scheduled/automated report delivery.
Experience with Workday security configuration, including domain and business process security, role-based access, and audit readiness.
Experience building and managing Workday integrations (e.g., EIBs, Core Connectors, or RAAS reports).
Strong communication and stakeholder management skills, especially with non-technical teams.
Ability to thrive in a fast-paced, high-growth, and global environment.
What You Have
Minimum 5 years of experience in Workday configuration and administration, with deep hands-on expertise in Compensation modules (including compensation plans, grade profiles, compensation statements, and one-time payments).
Proven experience supporting compensation review cycles within Workday, including data loads, statement generation, and manager enablement.
Strong proficiency in Workday custom report writing, including advanced reports, calculated fields, and scheduled/automated report delivery.
Experience with Workday security configuration, including domain and business process security, role-based access, and audit readiness.
Experience building and managing Workday integrations (e.g., EIBs, Core Connectors, or RAAS reports).
Strong communication and stakeholder management skills, especially with non-technical teams.
Ability to thrive in a fast-paced, high-growth, and global environment.
Compensation
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Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.
We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing accommodations@harvey.ai
