Lead People Analytics Partner

About this role

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 w

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