Lead People Analytics Partner

Klaviyo•Boston, MA

1d•$124,000 - $186,000•Hybrid

About The Position

Klaviyo is seeking a Lead People Analytics Partner to transform data into actionable business decisions. This role is crucial for supporting leaders in making informed choices regarding compensation, hiring, performance, retention, organizational design, engagement, and culture. The Lead People Analytics Partner will act as a strategic partner, providing key insights to drive performance and retain top talent. The position involves building and implementing strategies for employee feedback, analyzing data to tell compelling stories, and developing scalable self-serve insights through AI and automation. The role also supports compensation and performance cycles, workforce planning, data governance, and special projects, working closely with data engineering and other HR functions.

Requirements

8+ years in people analytics, HR analytics, or a related analytics function, ideally at a high-growth tech company.
Broad or unique expertise in people analytics.
Ability to draft people data narratives to drive conversation and influence at the senior leadership level.
Strong SQL skills.
Fluency with a BI/dashboarding tool (Tableau, or similar).
Proven track record of solving complex, ambiguous problems independently with raw data.
Proven track record of turning data into a narrative that changed a real business decision.
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 translating results into action.
Experience analyzing quality of hire and retention/attrition drivers, including reasons for employee departures.
Comfort operating against defined outcomes with milestone check-ins, rather than close day-to-day direction.

Nice To Haves

Experience applying AI tools to automate reporting or surface insights at scale.
A bias toward influence over output — preferring to change a decision rather than just ship a dashboard.

Responsibilities

Operate as an HRBP with data as the primary currency, building deep connections with stakeholders (HRBPs, TA, Total Rewards, Learning & Talent, business leaders) to influence business decisions with actionable insights.
Shape strategic questions, investigate leader concerns with data, and confidently present data-driven findings, even when they challenge business preferences.
Build and implement strategies for employee listening across various mediums, including designing questions, building tools, conducting interviews, launching surveys, analyzing data, and delivering results.
Arm leaders with data to maintain a pulse on employee engagement and identify areas for improvement.
Translate complex people data into compelling narratives that influence action across the business, connecting people data to business strategy.
Build a foundation of dashboarding, reporting, and automation using AI to enable stakeholders to self-serve insights, freeing up time for deeper investigations and new questions.
Support compensation and performance cycles, including merit, equity refreshes, and pay equity analysis.
Engage in workforce and headcount planning, including modeling scenarios for organizational design.
Collaborate with the data engineering team to enhance the Snowflake data warehouse.
Ensure data governance, maintaining accuracy, security, and responsible use of sensitive people data.
Undertake special projects and ad-hoc requests from senior leadership.