Lead People Analytics Partner

<div class="content-intro"><p><em>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 <a class="_ymio1r31 _ypr0glyw _zcxs1o36 _mizu194a _1ah3dkaa _ra3xnqa1 _128mdkaa _1cvmnqa1 _4davt94y _4bfu18uv _1hms8stv _ajmmnqa1 _vchhusvi _kqswh2mm _ect4ttxp _syaz13af _1a3b18uv _4fpr8stv _5goinqa1 _f8pj13af _9oik18uv _1bnxglyw _jf4cnqa1 _30l313af _1nrm18uv _c2waglyw _1iohnqa1 _9h8h12zz _10531ra0 _1ien1ra0 _n0fx1ra0 _1vhv17z1" href="http://klaviyo.com/careers" data-renderer-mark="true">klaviyo.com/careers</a>&nbsp;to see how we empower creators to own their own destiny.</em></p></div><p>Turn data into decisions the business actually makes</p> <p>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.&nbsp;</p> <p>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.</p> <p>&nbsp;</p> <h3>Four things you'll help drive</h3> <p>&nbsp;</p> <h4>1. Strategic partnership — be the HRBP of data</h4> <p>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 &amp; 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.</p> <p>&nbsp;</p> <h4>2. Employee listening and workforce signal — know why people stay, and what opportunities we have for improvement</h4> <p>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.&nbsp;</p> <p>&nbsp;</p> <h4>3. Storytelling with data — insight, not just information</h4> <p>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.&nbsp;</p> <p>&nbsp;</p> <h4>4. Scalable, self-serve insights — build the foundation</h4> <p>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.&nbsp;</p> <p>&nbsp;</p> <h3>Everything else that doesn't fit in four boxes</h3> <p>Real jobs don't stay inside four pillars. Here's what else lands on your desk:</p> <ul> <li>Comp &amp; Performance cycle support — performance, merit, equity refreshes, and pay equity analysis alongside Total Rewards and Talent &amp; Learning.</li> <li>Workforce and headcount planning — modeling scenarios to drive healthy org design.&nbsp;</li> <li>Working closely with our data engineering team to continuously build out our Snowflake data warehouse.</li> <li>Data governance — keeping sensitive people data accurate, secure, and used responsibly.</li> <li>Special projects — the “just for this” asks from senior leadership that