Lead People Analytics Partner

Другое

• At Company, we value the unique backgrounds, experiences and perspectives each Company (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 Company? Visit Company.com/careers  to see how we empower creators to own their own destiny.
• Turn data into decisions the business actually makes
• Company moves fast, and the decisions our leaders and stakeholders make about comp, hiring, performance, retention, org design, engagement, and culture are only as good as the data behind them. 
• We're hiring a Lead People Analytics Partner to make sure great data actually shows up — not as a report that lands six weeks too late, but as a partner in the room helping leaders make the call. This role is central to how we build and listen to functions that thrive, providing leaders with key signals that drive top performance and retention of our best Klaviyos.
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• You'll operate like an HRBP, except your currency is data. You’ll build deep connections with the people team’s critical stakeholders – HRBPs, TA, Total Rewards, Learning & Talent, and business leaders – helping influence business decisions with actionable insights. Shape questions worth asking before anyone thinks about them, chase hunches on things bugging leaders, and feel confident to push back when the data says something the business doesn't want to hear.
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• You'll help build and implement the strategy behind how we listen to our Klaviyos — more than just sending out an annual engagement survey. Empower Klaviyos to provide feedback via different mediums, especially after personal and company-wide moments that matter. Design the questions, build the tools, conduct the interviews, launch the survey, analyze the data, ship results – you’ll be involved at every level . Arm our leaders with this data to consistently have a pulse on what is keeping Klaviyos engaged and what improvements are being asked for. 
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• Dashboards only go so far, your job is to help leaders use data to tell a story that influences action across the business. Know how to connect the dots between people data and business strategy, the why behind the metrics we monitor and when to bring out an honest hot take. 
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• Using AI, build a foundation of dashboarding, reporting, and automation so your stakeholders can self-serve 80% of their insights. The other 20% is reserved for the fun part of the job and where you should spend most of your time – the hunches worth investigating, net new questions nobody’s asked before, going incredibly deep on a topic to understand the ins and outs. Build the foundation so you can be the data driving impact. 
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• Real jobs don't stay inside four pillars. Here's what else lands on your desk:
• Comp & Performance cycle support — performance, merit, equity refreshes, and pay equity analysis alongside Total Rewards and Talent & Learning.
• Workforce and headcount planning — modeling scenarios to drive healthy org design. 
• Working closely with our data engineering team to continuously build out our Snowflake data warehouse.
• Data governance — keeping sensitive people data accurate, secure, and used responsibly.
• Special projects — the “just for this” asks from senior leadership that don't fit a template.
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• 8+ years in people analytics, HR analytics, or a related analytics function, ideally at a high-growth tech company, with broad or unique expertise in the space.
• Ability to draft people data narratives to drive conversation and influence at the senior leadership level
• Strong SQL skills and fluency with a BI/dashboarding tool (Tableau, or similar).
• A track record of solving complex, ambiguous problems without much guidance and with raw data, and exercising independent judgment on how to get there.
• A track record of turning data into a narrative that changed a real business decision — not just a report that got read.
• 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 turning results into action, not just a readout.
• Experience analyzing quality of hire and retention/attrition drivers, including why employees choose to leave.
• Experience applying AI tools to automate reporting or surface insights at scale.
• A bias toward influence over output — you'd rather change a decision than ship a dashboard.
• Comfort operating against defined outcomes with milestone check-ins, rather than close day-to-day direction.
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• A team that treats analytics as a strategic function, not a service desk.
• Real access to HRBPs, TA, Total Rewards, and business leaders — not gatekept relationships.
• A mandate to build the self-serve foundation your way, with the tools (AI included) to do it.
• Autonomy: you're measured on outcomes at key milestones, not managed day-to-day.
• A leader who wants a thought partner, not an order-taker.
• None of this is about prettier dashboards. It's about giving Company's leaders the truth faster, keeping our best people, and making every hire count. There's a lot of data to wrangle and a lot of decisions to influence. Let's get to work.
• Company is an equal opportunity employer. We welcome candidates from all backgrounds and are committed to building a diverse, inclusive team.
• 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.
• We’re Company (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 Company includes responsible use of AI (including privacy, security, bias awareness, and human-in-the-loop). We provide accommodations as needed. 
• By participating in Company’s interview process, you acknowledge that you have read, understood, and will adhere to our  Guidelines for using AI in the Company interview Process . For more information about how we process your personal data, see our  Job Applicant Privacy Notice .
• Company 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.