At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo (we call ourselves Klaviyos) brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciate the experiences each person brings beyond the traditional job requirements. If you’re a close but not exact match with the description, we hope you’ll still consider applying. Want to learn more about life at Klaviyo? Visit klaviyo.com/careers to see how we empower creators to own their own destiny.
Turn data into decisions the business actually makes
Klaviyo moves fast, and the decisions our leaders and stakeholders make about comp, hiring, performance, retention, org design, engagement, and culture are only as good as the data behind them.
We're hiring a Lead People Analytics Partner to make sure great data actually shows up — not as a report that lands six weeks too late, but as a partner in the room helping leaders make the call. This role is central to how we build and listen to functions that thrive, providing leaders with key signals that drive top performance and retention of our best Klaviyos.
Four things you'll help drive
1. Strategic partnership — be the HRBP of data
You'll operate like an HRBP, except your currency is data. You’ll build deep connections with the people team’s critical stakeholders – HRBPs, TA, Total Rewards, Learning & Talent, and business leaders – helping influence business decisions with actionable insights. Shape questions worth asking before anyone thinks about them, chase hunches on things bugging leaders, and feel confident to push back when the data says something the business doesn't want to hear.
2. Employee listening and workforce signal — know why people stay, and what opportunities we have for improvement
You'll help build and implement the strategy behind how we listen to our Klaviyos — more than just sending out an annual engagement survey. Empower Klaviyos to provide feedback via different mediums, especially after personal and company-wide moments that matter. Design the questions, build the tools, conduct the interviews, launch the survey, analyze the data, ship results – you’ll be involved at every level . Arm our leaders with this data to consistently have a pulse on what is keeping Klaviyos engaged and what improvements are being asked for.
3. Storytelling with data — insight, not just information
Dashboards only go so far, your job is to help leaders use data to tell a story that influences action across the business. Know how to connect the dots between people data and business strategy, the why behind the metrics we monitor and when to bring out an honest hot take.
4. Scalable, self-serve insights — build the foundation
Using AI, build a foundation of dashboarding, reporting, and automation so your stakeholders can self-serve 80% of their insights. The other 20% is reserved for the fun part of the job and where you should spend most of your time – the hunches worth investigating, net new questions nobody’s asked before, going incredibly deep on a topic to understand the ins and outs. Build the foundation so you can be the data driving impact.
Everything else that doesn't fit in four boxes
Real jobs don't stay inside four pillars. Here's what else lands on your desk:
- Comp & Performance cycle support — performance, merit, equity refreshes, and pay equity analysis alongside Total Rewards and Talent & Learning.
- Workforce and headcount planning — modeling scenarios to drive healthy org design.
- Working closely with our data engineering team to continuously build out our Snowflake data warehouse.
- Data governance — keeping sensitive people data accurate, secure, and used responsibly.
- Special projects — the “just for this” asks from senior leadership that don't fit a template.
What you bring
Non-negotiables:
- 8+ years in people analytics, HR analytics, or a related analytics function, ideally at a high-growth tech company, with broad or unique expertise in the space.
- Ability to draft people data narratives to drive conversation and influence at the senior leadership level
- Strong SQL skills and fluency with a BI/dashboarding tool (Tableau, or similar).
- A track record of solving complex, ambiguous problems without much guidance and with raw data, and exercising independent judgment on how to get there.
- A track record of turning data into a narrative that changed a real business decision — not just a report that got read.
- Experience building self-serve tools or processes that reduced reliance on a central team.
- Comfort building and coordinating formal networks across HRBPs, TA, Total Rewards, People Tech, and senior business leaders.
- Experience designing and running employee listening programs (engagement surveys, pulse surveys, exit interviews) and turning results into action, not just a readout.
- Experience analyzing quality of hire and retention/attrition drivers, including why employees choose to leave.
Strong signals:
- Experience applying AI tools to automate reporting or surface insights at scale.
- A bias toward influence over output — you'd rather change a decision than ship a dashboard.
- Comfort operating against defined outcomes with milestone check-ins, rather than close day-to-day direction.
What you'll find here
- A team that treats analytics as a strategic function, not a service desk.
- Real access to HRBPs, TA, Total Rewards, and business leaders — not gatekept relationships.
- A mandate to build the self-serve foundation your way, with the tools (AI included) to do it.
- Autonomy: you're measured on outcomes at key milestones, not managed day-to-day.
- A leader who wants a thought partner, not an order-taker.
None of this is about prettier dashboards. It's about giving Klaviyo's leaders the truth faster, keeping our best people, and making every hire count. There's a lot of data to wrangle and a lot of decisions to influence. Let's get to work.
Klaviyo is an equal opportunity employer. We welcome candidates from all backgrounds and are committed to building a diverse, inclusive team.
Massachusetts Applicants:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Our salary range reflects the cost of labor across various U.S. geographic markets. The range displayed below reflects the minimum and maximum target salaries for the position across all our US locations. The base salary offered for this position is determined by several factors, including the applicant’s job-related skills, relevant experience, education or training, and work location.
In addition to base salary, our total compensation package may include participation in the company’s annual cash bonus plan, variable compensation (OTE) for sales and customer success roles, equity, sign-on payments, and a comprehensive range of health, welfare, and wellbeing benefits based on eligibility.
Your recruiter can provide more details about the specific salary/OTE range for your preferred location during the hiring process.
This role may require up to 10% travel for purposes such as new hire onboarding, client or partner work if applicable, team meetings, and industry events. Travel is coordinated in advance.
Get to Know Klaviyo
We’re Klaviyo (pronounced clay-vee-oh). We empower creators to own their destiny by making first-party data accessible and actionable like never before. We see limitless potential for the technology we’re developing to nurture personalized experiences in ecommerce and beyond. To reach our goals, we need our own crew of remarkable creators—ambitious and collaborative teammates who stay focused on our north star: delighting our customers. If you’re ready to do the best work of your career, where you’ll be welcomed as your whole self from day one and supported with generous benefits, we hope you’ll join us.
AI fluency at Klaviyo includes responsible use of AI (including privacy, security, bias awareness, and human-in-the-loop). We provide accommodations as needed.
By participating in Klaviyo’s interview process, you acknowledge that you have read, understood, and will adhere to our Guidelines for using AI in the Klaviyo interview Process. For more information about how we process your personal data, see our Job Applicant Privacy Notice.
Klaviyo is committed to a policy of equal opportunity and non-discrimination. We do not discriminate on the basis of race, ethnicity, citizenship, national origin, color, religion or religious creed, age, sex (including pregnancy), gender identity, sexual orientation, physical or mental disability, veteran or active military status, marital status, criminal record, genetics, retaliation, sexual harassment or any other characteristic protected by applicable law.
Skills Required
- 8+ years in people analytics, HR analytics, or related analytics function
- Ability to draft people data narratives to influence senior leadership
- Strong SQL skills
- Fluency with a BI/dashboarding tool (Tableau or similar)
- Experience building self-serve tools or processes to reduce central team reliance
- Experience designing and running employee listening programs (engagement, pulse, exit interviews)
- Experience analyzing quality of hire and retention/attrition drivers
- Track record solving complex, ambiguous problems with raw data and independent judgment
- Track record of turning data into a narrative that changed a business decision
- Comfort building and coordinating formal networks across HRBPs, TA, Total Rewards, People Tech, and senior leaders
- Experience working with Snowflake data warehouse or collaborating with data engineering on Snowflake
- Experience with data governance and handling sensitive people data responsibly
- Experience applying AI tools to automate reporting or surface insights at scale
- Bias toward influence over output and operating against defined outcomes with milestone check-ins
What the Team is Saying
Klaviyo Compensation & Benefits Highlights
How does Klaviyo ensure its pay and bonus plans are competitive?
Klaviyo supports competitive pay through a total rewards approach that combines salary, equity, bonus opportunities, benefits, learning support and a performance culture tied to measurable impact.
- Competitive total rewards: Klaviyo’s benefits overview highlights competitive salaries, 401(k) match, employee referral bonuses, equity, an employee stock purchase plan, flexible paid time off, commuter/transit support, fitness reimbursements, mental and emotional wellbeing programming and learning support. External reviews reinforce the value of the package, with employees citing competitive pay, bonuses, RSUs, ESPP, health insurance, parental leave, unlimited PTO and learning stipends as meaningful parts of the employee experience.
- Pay connected to impact and outcomes: Klaviyo’s handbook frames performance around ownership, clarity and measurable results. The value “Know the score” states that results matter more than effort alone, while “Drivers wanted” emphasizes proactive ownership and “Be meticulous in your craft” reinforces a high bar for work quality. That creates a compensation and recognition philosophy where strong outcomes, not just activity, are central to advancement and rewards.
- Equity and long-term value: Equity is a visible part of Klaviyo’s rewards story. Klaviyo offers equity packages to all full-time employees, vesting over four years, and provides an employee stock purchase plan. That ownership opportunity sits within a growing business: in Q1 2026, Klaviyo reported $358 million in revenue, up 28% year over year, and raised full-year 2026 revenue guidance to $1.514 billion to $1.522 billion. Those business results give employees a clear connection between company performance, long-term growth and the value of ownership-based compensation.
- Rewards supported by growth and development benefits: Klaviyo’s compensation package is paired with benefits that help employees grow their careers and build long-term value. K-Pro Learn, learning stipends, mentorship, Career Architecture and manager development programs support continued skill-building. A customer success manager noted that Klaviyo offers a learning stipend for job-related coaching or training, while employee survey insights show 78% of respondents feel they are gaining the skills and experience to grow their careers.
- External signals:
- Compensation Sentiment: External reviews frequently praise Klaviyo’s competitive salary, bonuses, equity, RSUs, ESPP, 401(k) match, learning stipend and generous benefits. (Glassdoor; Comparably)
- Rewards Ratings: Comparably rates Klaviyo’s compensation an A and perks and benefits an A. (Comparably)
- Employee Value Signals: Reviews highlight PTO, health insurance, parental leave, office amenities, learning support and work-life balance as part of the overall rewards package. (Glassdoor; Comparably)
Bottom line: Klaviyo keeps compensation competitive by combining salary, bonus opportunities, equity, ESPP, retirement support, benefits and learning resources with a culture that rewards ownership, measurable outcomes and long-term impact.
Klaviyo Insights
What We Do
Klaviyo (NYSE: KVYO) is the B2C CRM. Powered by its built-in data platform and AI, Klaviyo combines marketing automation, analytics, and customer service into one unified solution, making it easy for businesses to know their customers and grow faster. Klaviyo (CLAY-vee-oh) helps over 183,000 brands like Mattel, Glossier, Daily Harvest, and Liquid Death deliver 1:1 experiences at scale, improve efficiency, and drive revenue.
Why Work With Us
We refer to our employees as ‘Klaviyos’, and we make up a diverse community united around shared values: We’re curious, collaborative, driven, innovative, fun, and fully ourselves at work. No matter which team you join, your work won’t just impact Klaviyo. It’ll help empower our customers and enable creators across the globe to own their destinies.
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Klaviyo Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
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