Associate Compensation Analyst

Klaviyo•Boston, MA

6h•$29 - $43

About The Position

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. About the team and role: We are seeking a detail-oriented and analytical Associate Compensation Analyst to support the design, implementation, and management of our compensation programs. This role will partner closely with HR, Talent Acquisition, HRIS Teams and business leaders to ensure our compensation practices are competitive, equitable, and aligned with our strategic goals. How you'll make a difference: Analyze market data, internal compensation metrics, and job structures to evaluate and benchmark roles across the organization. Support the administration of compensation programs, including base pay, bonus plans, and equity awards. Participate in compensation surveys and synthesize data to provide market insights and recommendations. Collaborate with HRBPs to provide guidance on job leveling, titling, and compensation ranges based on established guidelines. Support the annual compensation review cycle, including data audits, system preparation, and reporting. Make proactive recommendations to address any gaps between employees and the market, including disparities based on various metrics, demographics and regions; perform bespoke competitive analyses as needed, with guidance. Review and approve job requisitions, offers, and employee changes to ensure they are within established ranges/guidelines. Monitor pay equity and compliance with relevant labor laws and regulations (e.g., FLSA, pay transparency). Contribute to compensation-related projects such as career architecture, geographic pay strategies, or equity refresh planning. Maintain compensation and job data within our HRIS (Workday). Transform workflows by putting AI at the center, building smarter systems and ways of working from the ground up.

Requirements

Strong analytical and Excel skills; experience with data modeling and visualization tools is a plus
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines and prioritize tasks.
Ability to function well in a high-paced and at times stressful environment.Proficient with Microsoft Office Suite or related software.
High level of integrity and ethics, with the ability to handle sensitive and confidential information with discretion.
You’ve already experimented with AI in work or personal projects, and you’re excited to dive in and learn fast. You’re hungry to responsibly explore new AI tools and workflows, finding ways to make your work smarter and more efficient.
Bachelor’s degree in Human Resources, Finance, Business, or a related field.
1-2 years of experience in compensation, HR analytics, or a related area (tech or software industry preferred).
Familiarity with compensation survey providers (e.g., Radford, Mercer, Culpepper).
Working knowledge of compensation regulations and best practices.
Experience with HRIS and compensation tools (e.g., Workday, Radford, or similar).

Responsibilities

Analyze market data, internal compensation metrics, and job structures to evaluate and benchmark roles across the organization.
Support the administration of compensation programs, including base pay, bonus plans, and equity awards.
Participate in compensation surveys and synthesize data to provide market insights and recommendations.
Collaborate with HRBPs to provide guidance on job leveling, titling, and compensation ranges based on established guidelines.
Support the annual compensation review cycle, including data audits, system preparation, and reporting.
Make proactive recommendations to address any gaps between employees and the market, including disparities based on various metrics, demographics and regions; perform bespoke competitive analyses as needed, with guidance.
Review and approve job requisitions, offers, and employee changes to ensure they are within established ranges/guidelines.
Monitor pay equity and compliance with relevant labor laws and regulations (e.g., FLSA, pay transparency).
Contribute to compensation-related projects such as career architecture, geographic pay strategies, or equity refresh planning.
Maintain compensation and job data within our HRIS (Workday).
Transform workflows by putting AI at the center, building smarter systems and ways of working from the ground up.