Jobs / United States / Harvey
Director Global Benefits
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 Harvey is scaling fast across headcount, geographies, and the complexity that comes with both. Our benefits and leave programs are now the daily, tangible experience of working here for employees in a dozen countries, and they need an owner who can lead them at that scale. We're looking for our first Director of Global Benefits to own Harvey's benefits and leave of absence strategy end to end, building on the foundations we have as we head into the next phase of our growth. You'll set the philosophy and stay close enough to the work to know whether a plan design holds up in practice. This is a player/coach role for someone who has built and run a global benefits function before, ideally in a fast-scaling environment. You'll manage and grow our global benefits team, while engaging deeply in our highest-stakes workstreams: annual renewals, open enrollment, new-country launches, and the vendor relationships that underpin it all. You'll also own how benefits support feels day to day. Most employees meet this function through a single question at a stressful moment, and how that's handled matters as much as the plan design behind it. You'll report to our Head of Total Rewards and partner closely with People Operations, Payroll, Finance, Legal, and Recruiting. WHAT YOU'LL DO Strategy and plan design - Define Harvey's global benefits and leave philosophy, including what "global consistency, local relevance" means as we enter new markets. - Lead plan design and redesign across the US and our international footprint (10+ markets and growing), balancing employee impact, competitiveness, and cost. - Build a program roadmap and business case for benefits, wellness, and leave, grounded in benchmarking and market analysis. Team and service delivery - Grow and develop the global benefits team across the US and EMEA, setting priorities, raising the operating bar, and creating room for people to stretch. - Set and hold the standard for service delivery: response times, escalation, and follow-through on employee questions. Use AI and automation to take volume off the team without letting the experience get more distant. - Make our benefits legible, with clear, honest, localized communication so employees use what we offer and a partnership with Recruiting that makes our benefits a real differentiator in candidate conversations. Programs, vendors, and spend - Oversee the annual cycle end to end: renewals, open enrollment, plan changes, carrier transitions, and new-country benefit launches. - Lead the global lea