At a Glance
- Tasks: Design and facilitate onboarding programs for a fast-growing global team.
- Company: Join Harvey, a pioneering company transforming legal and professional services.
- Benefits: Competitive salary, growth opportunities, and a dynamic work environment.
- Other info: Fast-paced startup culture with a focus on innovation and excellence.
- Why this job: Be part of a mission-driven team shaping the future of professional services.
- Qualifications: 2-4 years in People Ops or related fields with strong curriculum design skills.
The predicted salary is between 45000 - 55000 £ per year.
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.
Harvey is scaling a global, fast-growing workforce, and our onboarding program needs to move from operational execution to strategic program design. Today we can reliably run onboarding. What we need next is someone who can build the curriculum, facilitator infrastructure, and scalable systems that let onboarding hold up as we open new markets.
This hire does two jobs at once: (1) contributes to the design of a global onboarding curriculum, and (2) owns EMEA facilitation as their home region. The dual mandate is intentional. We want a builder who also stays close to the live cohort experience, so global program decisions are grounded in what actually happens in the room. This is a growth role. It expands onboarding capacity in EMEA and adds dedicated curriculum and program-design horsepower that the team does not currently have in-region.
What You'll Do
- Global Program and Curriculum Design (contributing)
- Support onboarding learning design: translate content into structured curriculum and checklists with clear learning objectives, sequencing, and outcomes.
- Build facilitator playbooks and train-the-trainer materials so new facilitators can run onboarding consistently as Harvey opens new markets.
- Support implementation and organization of onboarding materials in the LMS.
- Support design of differentiated onboarding journeys for distinct populations (e.g., executive leadership, remote and distributed hires).
- Support operational automations that strengthen the program's foundation and make it scalable.
- EMEA Facilitation (owning)
- Own EMEA onboarding facilitation: run orientation for EMEA cohorts and make every new hire feel welcomed and confident that Harvey was the right career choice from day one.
- Bring the EMEA regional lens into global program design: flag where the global curriculum needs local adaptation (compliance, culture, time zones, market maturity).
- Stakeholder Management and Continuous Improvement (owning)
- Partner cross-functionally with Recruiting, Legal, L&D, and Enablement to deliver a world-class onboarding experience.
- Create, iterate, and maintain core onboarding curriculum and materials (orientation content, facilitator guides, and Notion documentation), keeping them accurate as the program evolves.
- Collect and act on new-hire and facilitator feedback to iterate on curriculum and close program gaps.
- Support EMEA-relevant onboarding automation (email sequences, calendar workflows), flag issues, and suggest system improvements.
What You Have
- Must Have
- 2-4+ years in People Ops, L&D, Enablement, Onboarding, or a related instructional design/facilitation role, with demonstrated curriculum ownership (not pure coordination).
- Hands-on instructional and curriculum design: building learning content for global audiences grounded in adult learning principles.
- Comfort adapting learning materials into LMS modules.
- Strong stakeholder management: proven collaboration across functions (Recruiting, Finance, Legal, People Ops, Enablement) to build learning programming.
- Confident, engaging facilitator able to own a room across audiences, including executive leadership and large cohorts.
- Data-informed approach: uses new-hire and facilitator feedback to drive iteration.
- High attention to detail and strong follow-through in a fast-paced startup environment.
- Nice to Have
- Launching or scaling onboarding programs in new markets or geographies.
- Train-the-trainer methodology: building facilitator guides or playbooks others can pick up and run.
- Building operational automations.
- Prior startup or high-growth experience.
- Exposure to global HR operations or multi-entity environments.
- HRIS experience (Workday or Deel strongly preferred) plus comfort with onboarding workflows, operations, and systems.
Onboarding Specialist, EMEA in London employer: Harvey
At Harvey, we pride ourselves on being an exceptional employer, offering a dynamic work culture that fosters innovation and personal growth. Our London office is at the forefront of transforming professional services, providing employees with unparalleled opportunities to make a significant impact while working alongside a passionate team. With a commitment to excellence and a focus on employee development, we ensure that every team member can thrive in their career journey.
StudySmarter Expert Advice🤫
We think this is how you could land Onboarding Specialist, EMEA in London
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Harvey, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Harvey!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Onboarding Specialist, EMEA in London
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Harvey that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Onboarding Specialist, EMEA at Harvey, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Harvey
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Harvey to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
