Head of Global Compensation
Klaviyo
$200,000 - $300,000 / year
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Description
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.
We're looking for a Head of Global Compensation to build the next generation of our compensation strategy. Someone who understands how to design programs that reinforce our culture, reward exceptional performance, and support the ambitious people who choose Klaviyo for the work we're doing and the impact they can have.
Reporting directly to the VP of Total Rewards, you'll have the opportunity to challenge conventional thinking, rethink established practices, and create compensation programs that reflect the company we're becoming. You'll help shape our broader Total Rewards strategy, lead and develop a talented team, and partner directly with leaders on how we recognize, reward, and invest in our people..
We're looking for someone who loves the craft of compensation, thinks like a business leader, and gets excited about building something better.
What You'll Do:
1. Compensation Strategy & Architecture
- Lead the evolution of our global compensation philosophy, job architecture, leveling, and pay structures to support a high-performance organization.
- Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability.
- Help shape our broader Total Rewards strategy, ensuring compensation works alongside benefits, recognition, and the overall employee experience.
2. Equity & Long-Term Rewards
- Own our equity compensation strategy, including new-hire grants, refresh programs, long-term incentives, and retention approaches.
- Own the multi-year equity models and budget, taking into consideration burn rate, dilution, and future investment needs.
- Shape senior leadership compensation strategy and support Compensation Committee preparation, governance, and decision-making.
3. Strategic Business Partnership
- Serve as a trusted advisor to People Leaders on critical hiring decisions, retention challenges, organizational changes, and compensation investments.
- Partner closely with Talent Acquisition to ensure our compensation approach supports the talent we want to attract and reinforces what makes Klaviyo a compelling place to grow a career.
4. Team Leadership & Operating Model
- Lead, coach, and develop a high-performing compensation team, strengthening technical capabilities, business judgment, and a culture of ownership and continuous improvement.
- Rethink how compensation work gets done, using technology, automation, and AI to simplify processes, improve insights, and increase the team's impact.
What You Bring:
- 10+ years of progressive compensation experience, including significant leadership responsibility within a high-growth technology company.
- 3+ years of proven success leading and developing a compensation team
- Demonstrated experience designing, transforming, or meaningfully evolving global compensation strategies and programs within a publicly traded company.
- Strong financial and analytical capabilities, including equity modeling, burn rate, dilution, long-term incentive design, and compensation budget planning.
- Experience with executive compensation, Compensation Committee support, public-company governance, and regulatory requirements.
- A strong understanding of pay equity and evolving pay transparency requirements.
- Experience extending compensation frameworks into new markets as a company scales, balancing global consistency with local market realities.
- Hands-on experience with compensation systems, market data platforms, and analytics, along with demonstrated experience in using AI and automation to improve how work gets done.
- Performs other related duties, as assigned.
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.
Benefits
- stock options
About this role
Klaviyo is looking for a Head of Compensation to transform how the company thinks about and manages pay—moving it from a compliance checkbox into a genuine strategic asset. You'd own three core areas: building a scalable comp architecture from the ground up, modeling equity burn rate and multi-year sustainability so the business can plan three years out instead of one cycle, and becoming the trusted advisor business leaders call when compensation gets complicated. That last part matters as much as the frameworks: you'd navigate tough conversations around competing offers, leveling disputes, and reorganizations, then translate those insights into recruiting advantages.
The role also includes the full range of comp work—annual strategy, executive and board-level support, pay equity analysis, international expansion, and M&A integration—plus pushing the function toward automation so your team spends time on judgment calls rather than manual data pulls. You'd partner closely with Finance, Talent Acquisition, and business leaders, and you'd need to speak their languages fluently.
This requires 10+ years in compensation with real strategic ownership at a growth-stage company, plus a track record actually rebuilding or overhauling a comp function, not just administering one. You need hands-on fluency with modern comp tools and data platforms, experience designing defensible and equitable structures, and the ability to navigate tense comp conversations with solutions that stick. Pay transparency experience and familiarity with the regulatory landscape are expected. The salary range is $200,000–$300,000, and the role is full-time, in-office in Boston.
How this employer is doing
caution
- News: Recently Raised Funding
- H1B: Sponsors Visas
- Layoffs in News
- Recent Acquisition
In the news
Boston-based tech company Klaviyo announces layoffs, NBC Boston
This role's local market on JobMinglr
Pay for this role
$200,000 to $300,000 per year
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