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Legora is an AI-native legal workspace serving 2,100+ customers across 80+ countries, including major law firms like Cleary Gottlieb, Goodwin, and Linklaters. The company has scaled to $200M+ ARR and operates globally across Europe, North America, and APAC.
You will serve as the analytical backbone of Legora's compensation function, reporting directly to the Director of Compensation and working closely with the VP of Rewards. This is a hands-on role with real ownership, where you'll help design compensation processes from the ground up as the company scales.
Key responsibilities include:
- Own day-to-day equity administration: grant tracking, vesting schedules, data hygiene, and employee equity questions
- Conduct market benchmarking and job matching to keep pay data current as new roles and markets emerge
- Build and maintain compensation models, dashboards, and reporting that translate raw data into clear recommendations
- Support end-to-end compensation cycles (merit, promotions, off-cycle adjustments) with data prep, modeling, and quality assurance
- Run pay equity, range penetration, and compression analyses to identify and flag issues proactively
- Maintain compensation guidelines, pay ranges, and job architecture as the organization evolves
- Partner with People Business Partners and Talent Acquisition on offer construction, leveling, and internal equity questions
- Build and document scalable compensation processes and tools to support global headcount growth
- Stay current on pay transparency and equity-related regulatory requirements across operating geographies
The role is based in Legora's Union Square office in New York, designed for ambitious builders with company-provided lunch daily. You'll collaborate with teams and clients across Europe, APAC, and North America.
REQUIREMENTS:
- 2+ years of experience in compensation, total rewards, or related analytical function (People analytics, FP&A, or similar quantitative background considered)
- Advanced Excel/Google Sheets skills (complex formulas, pivot tables) and ability to build models from scratch
- Familiarity with compensation benchmarking platforms (Radford, Pave, Ravio) and market pricing methodology
- Exposure to equity compensation administration (strong plus)
- Strong quantitative and problem-solving skills with good judgment about data validation
- Clear written and verbal communication ability, able to explain compensation concepts to non-comp audiences
- High attention to detail and discretion working with sensitive pay data
- Comfort operating in fast-paced, still-forming environment where processes are being built
- Experience supporting global or multi-country workforce (plus)
