Lead People Analytics Partner

About the role

At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciates the experiences each person brings beyond the traditional job requirements. If you are a close but not exact match with the description, we hope you will 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. You will turn data into decisions the business actually makes by operating as a strategic partner embedded within the people team. This role requires you to move quickly, translating complex workforce signals into clear narratives that influence leadership choices around compensation, hiring, retention, and organizational design. You will own the integrity and timing of insights that leaders rely on, ensuring that data drives action rather than sitting dormant in a delayed report. This position sits at the intersection of analytics, influence, and operations, giving you direct impact on how the company attracts, develops, and retains top talent. You will challenge assumptions, ask difficult questions, and push back when findings conflict with prevailing beliefs, all grounded in a foundation of trust and transparency.

Key facts

What you'll do

Shape the questions the business needs answered by identifying critical problems before stakeholders articulate them, using your analytical lens to reframe vague challenges into testable hypotheses. Partner with HRBPs, Talent Acquisition, Total Rewards, Learning and Talent, and business leaders to design studies, interpret results, and translate findings into practical next steps. Build and maintain the listening strategy for the entire workforce, combining pulse surveys, ad hoc feedback, and post-moment interviews to capture how Klaviyos feel across the employee lifecycle. Construct thoughtful survey instruments and discussion guides, manage qualitative interviews, and oversee the full analysis lifecycle from raw responses to published insights. Translate complex data patterns into compelling stories that justify action, connecting people metrics to business outcomes like performance, retention, and productivity. Develop and oversee a mix of dashboards that balance strategic awareness with tactical detail, ensuring each view serves the right audience with the right level of depth. Architect scalable data products using AI and automation to enable self-service insights, targeting an 80 percent self-service rate while reserving your time for high-impact investigation. Collaborate closely with data engineering to evolve the Snowflake data warehouse, defining schemas, pipelines, and data models that keep people data reliable and timely. Establish and enforce data governance practices for sensitive employee information, ensuring security, compliance, and ethical use across all projects. Own special projects requested by senior leadership, diving into one-off analyses, ad hoc modeling, and deep dives that require focused expertise and rapid delivery. Support performance, merit, equity, and compensation cycles by providing analysis that informs decisions around pay, promotions, and recognition. Model scenarios for workforce and headcount planning, helping leaders understand trade-offs and design an org structure that can scale efficiently.

Requirements

You bring a bachelor's degree in analytics, statistics, data science, industrial organizational psychology, or a closely related quantitative field. You possess 6 or more years of experience in analytics, operations, or people insights roles, with a track record of managing complex projects from start to finish. You have 3 or more years of experience partnering directly with HR, Talent, and Total Rewards functions, demonstrating comfort working in matrixed organizations. You are fluent in core analytical tools such as SQL, spreadsheets, and a statistical programming language, with the ability to adapt to new systems quickly. You communicate effectively in both written and verbal formats, able to distill technical findings into clear recommendations for non-technical audiences. You have experience building and maintaining surveys, listening programs, or other employee feedback mechanisms, showing how your work has influenced decisions and improved outcomes. You are comfortable managing sensitive and confidential information with discretion, adhering to policies and governance standards consistently. You are proactive in identifying opportunities, challenging the status quo, and following through on analysis that exposes uncomfortable truths in service of better decisions.

Nice to have

Experience with compensation and equity analysis, including modeling market data and internal pay structures. Background in learning and talent development analytics, such as evaluating program efficacy and skill growth. Familiarity with AI tools for data transformation, visualization, and natural language generation in analytics contexts.

Practical notes

This role is full-time and based in Boston, Massachusetts. Employment is at-will. Compensation details were not provided in the source materials.