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.
Build the system that rewards builders.
At Klaviyo, we're building a company where ambitious people do the best work of their careers. We're moving fast, raising the bar, and rethinking how we operate as a technology-first company. That includes how we recognize, reward, and invest in our people.
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 some of the most consequential people decisions we make.
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.
• Design fair, market-competitive compensation programs that reinforce our builder culture, reward ownership and impact, and meaningfully differentiate exceptional performance.
• Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability.
• Extend our compensation frameworks into new markets, balancing global consistency with local market realities.
• 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.
• Partner with Finance and senior leadership to make thoughtful tradeoffs between performance, retention, ownership, and financial sustainability.
• Shape