Jobs / United States / Harvey
People Operations Coordinator, Onboarding
Harvey · 🇺🇸 New York
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 1 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Harvey
The US Department of Labor certified 1 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Harvey →
About the role
WHY HARVEY At Harvey, we’re transforming how legal and professional services operate. 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. We have 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 moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you. At Harvey, the future of professional services is being written today — and we’re just getting started. ROLE OVERVIEW The People Operations Coordinator, Onboarding supports the operational foundation of Harvey's new hire experience, running the logistics, systems, and processes that make onboarding work end-to-end — from pre-arrival travel and scheduling through document collection, system processing, and in-person facilitation on day one. This is a hands-on coordination role that sits at the center of a fast-growing People team, partnering daily with the People Operations team and cross-functionally with People Systems, Recruiting, Benefits, Payroll, and Legal. The onboarding program is scaling quickly and still being built in places, so this person will both execute a high volume of moving pieces with precision and help improve the systems and materials as the program matures. Success in the role means every new hire's first experience with Harvey feels welcoming, organized, and seamless. WHAT YOU'LL DO - Facilitate in-person onboarding for New York–based new hire cohorts — run orientation and make sure every new hire feels welcomed and ready from day one. - Own onboarding logistics end-to-end: coordinate administrative filing and manage orientation schedules, decks, and calendar invites. - Process new hires accurately across our systems (Workday and related tools), with a clear eye on downstream impact to Payroll, Benefits, and IT. - Support pre-employment and compliance processes, including background checks, right-to-work verification, and required document collection and filing across our global regions. - Support the creation and maintenance onboarding materials — orientation slides, onboarding guides, and internal documentation — keeping content accurate as the program evolves. - Manage new hire communications, support onboarding automations (email sequences and calendar workflows), and surface field feedback to help improve the program at scale. WHAT YOU HAVE - 1–3+ years in HR, People Operations, onboarding, event management, or a related operations or coordination role. - Experience with an HRIS (Workday strongly preferred); familiarity with onboarding workflows a plus. - High attention to detail and strong follow-through — you catch your own errors and close loops without being reminded. - Flexibility and composure in a fast-paced, ambiguous environment — you adjust quickly when priorities shift and manage multiple competing tasks without dropping the ball. - Strong communication and facilitation skills — you keep new hires informed, flag issues proactively, and can confidently own a room in front