About Us
Legora is redefining how legal work gets done. Not built for lawyers, built with them. We work alongside the world’s best legal teams, who expect excellence, precision, and speed, and we hold ourselves to the same bar.
Our AI-native workspace lets legal professionals move faster, think more clearly, and operate with sharper precision. By analysing thousands of documents in minutes and powering end-to-end workflows, we cut through complexity, teams can focus on what matters: judgment, strategy, and outcomes.
1,000+ customers across 50+ countries trust us, including Cleary Gottlieb, Goodwin, Linklaters, White & Case, Dentons, and Barclays. We’ve scaled to $100M+ in ARR, with teams across Europe, North America and APAC, and continue to expand through acquisitions including Qura, Walter AI and Graceview.
We partner with world-class performers: including Aaron Judge and the New York Yankees, Ludvig Åberg (and his caddie), and campaigns featuring Jude Law.
Joining Legora means three things.
We lean in: ownership over titles, outcomes over intentions.
We fight for excellence: high standards, direct, ego-free feedback.
We grow together: as a team and with our customers.
Mission before ego. Everyone contributes. No one coasts.
If you’re driven by impact, pace, and raising the bar. This is the place.
The Role
Legora grew from 40 to 600 people in 18 months across Europe, the US, and APAC. The next phase is 1,500.
The People systems that got the company here were right for the scale at the time. The next chapter needs an architecture built for where Legora is going: a new HRIS, a proper integration layer, and a data foundation that can support a global business. Whoever takes this role makes those calls and owns the outcome.
Few companies at this stage have this much to redesign at once: rapid geographic expansion, multiple legal entities, and a People tech function that needs to keep pace with all of it. You'll report into the VP of People and own the build from day one.
What You'll Do
Define the People tech architecture for the next stage of growth: system of record, integration logic, and a 12–24 month roadmap tied to headcount and geographic expansion. Own build-vs-buy-vs-configure decisions and total cost of ownership across the stack.
Own the HRIS evaluation: assess the current state, build the case for change, run the vendor RFP, scoring, reference checks, and commercial negotiation.
Lead the migration from data model design through to go-live, encoding the job architecture (levels, families, comp bands, cost centres, legal entities) so it's enforced by the system, not maintained in spreadsheets.
Own the integration layer between the HRIS, ATS (Ashby), e-signing (Ironclad), payroll providers, IdP/SSO, finance/ERP, and downstream BI. Eliminate manual re-keying across systems and build the hire-to-retire pipeline so a single lifecycle event flows through every connected system automatically.
Own People data definitions, taxonomy, quality standards, access tiers, and audit trails, including DSAR handling. Run regular integrity checks and reconciliation against Finance headcount.
Build self-service dashboards for managers and HRBPs. Support workforce planning with reliable, real-time data.
Automate onboarding, offboarding, provisioning, approval chains, and lifecycle events. Design for self-service and track where things slow down or break.
Set the AI strategy across the stack: sourcing, screening, internal copilots, and engagement signals. Own the governance framework covering bias testing, explainability, and compliance with emerging regulation.
Own data residency, GDPR, and multi-entity payroll and benefits integrations across US, UK, EMEA, and APAC, including the PEO/EOR-to-in-house transition as new markets come online. Partner with Security and IT on SOC 2 scope, access controls, and vendor security reviews.
Own the vendor portfolio: renewals, consolidation, SLAs, and strategic partner relationships. Drive consolidation where overlapping tools exist and keep the stack clean and avoid tool sprawl.
Own rollout, training, and documentation for every system change. Build the operating rhythm with HRBPs, Talent, C&B, and Finance so changes land without disruption.
Hire and lead the People Tech function over time. Define ownership boundaries with Talent, Reward, and Business Partnering so nothing falls between teams.
What You Bring
Experience running a major HRIS migration in a company scaling through a similar headcount inflection point. You've done the vendor selection, the data migration, and the work of getting the job architecture right in the system.
A track record of owning the People tech stack, not just advising on it. You've made build-vs-buy calls, managed the integration layer, and taken accountability for data quality across the function.
Fluency in People data, governance, and analytics. You understand what a reliable headcount number requires to be reliable, and you've built the infrastructure to produce one.
Experience operating across multiple geographies and legal entities. GDPR, multi-country payroll integrations, and data residency requirements aren't new to you.
Legora is an Equal Opportunity Employer
At Legora, we believe great teams are built on diversity of thought and experience. We’re proud to be an equal opportunity employer and committed to creating an inclusive, high-performance culture where everyone can do their best work. We welcome people of all backgrounds and don’t discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.