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.
Build the people strategy behind Klaviyo's AI-first R&D engine.
Klaviyo is becoming an AI-first company - not as positioning, but as a fundamental shift in how we operate, hire, and build. Our R&D organization is at the center of that transformation. Engineering, Product, Design, Data Science, Security, and IT are all being reshaped by it - and, pushing the company forward on our journey.
We need an HR leader who can sit at the table with our CPO, CTO, and CIO - not as just their HR partner, but as a genuine strategic partner who is helping drive their business into our next phase of growth. Someone who can navigate the tension between moving fast and building something that lasts. Someone who's comfortable challenging a senior leader on org design at 9am and coaching a first-time people leader at 2pm.
This is not a typical HR partnership role. It's a mandate to build.
What You'll Do
Partner at the top.
You'll be the primary HRBP for our R&D organization - directly supporting VP+ leaders including the CPO, CTO, and CIO. That means candid advice, not polished answers. You'll help them think through the hardest people questions: how to structure growing teams, where talent risk is hiding, and when a leadership problem is actually an org design problem (or vice versa).
Shape how R&D runs as AI changes everything.
AI isn't coming to Klaviyo's R&D org - it's already here. You'll partner with leaders and teams to navigate what that actually means: redesigning roles, rethinking team structures, and building the skills that let people work alongside AI rather than behind it.
Drive talent strategy, not just talent process.
You'll translate business priorities into people strategies - org design, succession planning, hiring strategy, and leadership development - that hold up as the company scales. You know the difference between a process that creates clarity and one that just creates paperwork.
Lead with data.
You'll use advanced people analytics and data signaling tools to spot trends before they become problems, make the case for investment, and measure whether the things we're doing are actually working.
Lead and develop an HRBP team.
You'll build and coach a team of HRBPs supporting R&D - setting a high bar, modeling what great HRBP work looks like, and creating the conditions for them to do their best work.
Connect the dots across the People function.
You'll work closely with the Head of HRBP and Talent Development to shape how the broader HRBP team operates - building efficient / automated processes, leading cross-functional projects (performance calibration, org design, career architecture), and maintaining strong partnerships with close partners such as TA, People Ops, Total Rewards, and Employment Legal.
What Success Looks Like
- R&D leaders treat you as a trusted advisor - not because you're available, but because your perspective is worth seeking out.
- You've built a team of HRBPs who are raising the bar on what strategic partnership looks like.
- Org design, succession, and talent decisions are grounded in data and built around a clear point of view.
- Your fingerprints are on how R&D has evolved through AI transformation - the structures, the capabilities, the culture.
- People Leaders and experts across R&D report a measurably better partnership experience as we evolve our people strategy.
What You Bring
Non-Negotiables:
- 15-20+ years of HRBP or related HR experience, with meaningful time supporting R&D, Engineering, or Product organizations in high-growth tech.
- 5+ years leading and developing HR teams - you know what great coaching looks like, and you practice it.
- A proven track record partnering with senior leaders, including the C-suite, on high-stakes decisions with wide and long-ranging impact.
- Experience guiding organizations through real change - not just process improvement, but structural and strategic transformation.
- Deep expertise on org design, performance management, and leadership development - and the data literacy to back them up.
- The judgment to know when to push back and when to get out of the way.
Strong signals:
- You've been inside a company during a major strategic pivot - and you helped shape how the people side of that went.
- You've worked in an environment where AI is changing the nature of the work itself, not just the tools used to do it.
- You operate with urgency. You don't need consensus to move.
- You're comfortable in ambiguity and know how to create clarity for the people around you without pretending certainty you don't have.
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
- 15-20+ years of HRBP or related HR experience, with meaningful time supporting R&D, Engineering, or Product organizations in high-growth tech
- 5+ years leading and developing HR teams
- Proven track record partnering with senior leaders, including the C-suite, on high-stakes decisions
- Experience guiding organizations through structural and strategic transformation
- Deep expertise in org design, performance management, and leadership development with data literacy
- Sound judgment to know when to push back and when to get out of the way
- Experience inside a company during a major strategic pivot
- Experience working where AI changes the nature of the work (not just tools)
- Ability to operate with urgency and comfort with ambiguity
- Fluency in responsible use of AI (privacy, security, bias awareness, human-in-the-loop)
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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