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Klaviyo is seeking a Head of Compensation to transform how the company thinks about and executes compensation strategy. This is a strategic leadership role that moves compensation beyond compliance into a core competitive advantage for talent acquisition and retention.
You will own three primary pillars:
1. Comp Architecture: Build a new compensation playbook from the ground up, questioning existing assumptions about role leveling and market pricing. Define a scalable philosophy that gives people genuine reasons to stay as the company grows.
2. Equity & Burn Rate Management: Own the multi-year equity model including refresh grants, dilution tracking, and burn rate forecasting. Partner with Finance and executive leadership to ensure sustainability and provide visibility three years out, preventing board-level surprises.
3. Business Partnership: Serve as the trusted advisor for difficult compensation situations—competing offers, leveling disputes, reorganizations, and pay equity issues. Develop the judgment and communication skills to defuse tension, propose creative solutions, and partner with Talent Acquisition to make compensation a recruiting asset through transparency and clarity.
Additional responsibilities include annual and off-cycle comp strategy, executive and board-level compensation support, pay equity analysis and remediation, international compensation expansion, M&A integration, and special projects from senior leadership.
You'll also drive automation and AI-first thinking in compensation—moving the function away from spreadsheets and manual processes toward self-serve tools and data-driven analysis, freeing your team to focus on high-judgment decisions.
This role requires 10+ years of compensation experience with real strategic ownership at growth-stage companies, plus demonstrated experience rebuilding or meaningfully overhauling a compensation function or framework (not just maintaining inherited systems).
