Klaviyo

Klaviyo

Head of Global Compensation

Denver, CO · Senior

Sponsorship not specified$200k-$300kDetected 1 day ago
RecruitingOnboardingCompensationCustomer SuccessLeadership

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odds of building a lasting career here

61Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role90
Entry-level history0
PERM / green-card track0
Lottery odds (Level IV)94
Fits your clock70

Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.

Lottery odds assume a STEM candidate.

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Employer immigration record

from this employer's Department of Labor filings

Green-card filing pattern in this occupation

Context, not a finding about this posting: of this employer's 21 green-card filings in this occupation, 100% were for a worker who already held the job.

Green-card follow-through: 79%

Of 14 labor certifications old enough to have been used, 3 expired without the employer filing the next step. Median time from filing to decision: 494 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.

Files H-1B transfers

17 transfer filings in the last year, covering 17 workers. Median labor-condition decision: 7 days. An employer that already files transfers is one that can take over an existing H-1B.

Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.

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About the role

  • 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?
  • Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.

Responsibilities

  • Lead the evolution of our global compensation philosophy, job architecture, leveling, and pay structures to support a high-performance organization.
  • Shape senior leadership compensation strategy and support Compensation Committee preparation, governance, and decision-making.
  • Partner closely with Talent Acquisition to ensure our compensation approach supports the talent we want to attract and reinforces what makes Klaviyo a compelling place to grow a career.
  • Lead, coach, and develop a high-performing compensation team, strengthening technical capabilities, business judgment, and a culture of ownership and continuous improvement.
  • Visit klaviyo.com/careers to see how we empower creators to own their own destiny.

Requirements

  • 10+ years of progressive compensation experience, including significant leadership responsibility within a high-growth technology company.
  • Experience with executive compensation, Compensation Committee support, public-company governance, and regulatory requirements.
  • Experience extending compensation frameworks into new markets as a company scales, balancing global consistency with local market realities.
  • Hands-on experience with compensation systems, market data platforms, and analytics, along with demonstrated experience in using AI and automation to improve how work gets done.
  • 3+ years of proven success leading and developing a compensation team
  • Demonstrated experience designing, transforming, or meaningfully evolving global compensation strategies and programs within a publicly traded company.
  • Strong financial and analytical capabilities, including equity modeling, burn rate, dilution, long-term incentive design, and compensation budget planning.
  • A strong understanding of pay equity and evolving pay transparency requirements.
  • Performs other related duties, as assigned.
  • 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.

Compensation

  • Lead the evolution of our global compensation philosophy, job architecture, leveling, and pay structures to support a high-performance organization.
  • Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability.
  • Help shape our broader Total Rewards strategy, ensuring compensation works alongside benefits, recognition, and the overall employee experience.
  • Own our equity compensation strategy, including new-hire grants, refresh programs, long-term incentives, and retention approaches.
  • Shape senior leadership compensation strategy and support Compensation Committee preparation, governance, and decision-making.
  • Serve as a trusted advisor to People Leaders on critical hiring decisions, retention challenges, organizational changes, and compensation investments.

Benefits

  • Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability.
  • Help shape our broader Total Rewards strategy, ensuring compensation works alongside benefits, recognition, and the overall employee experience.
  • 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.
  • 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 how we recognize, reward, and invest in our people..

Company info

  • 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'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.
  • We're looking for someone who loves the craft of compensation, thinks like a business leader, and gets excited about building something better.

Visa & Work Authorization

  • 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
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This listing is sourced directly from Klaviyo's careers page and normalized into a canonical job model.