Klaviyo

Klaviyo

Head of Global Compensation

Denver, CO · Senior

Sponsorship not specified$200k-$300kDetected 2 days ago
RecruitingOnboardingCompensationCustomer SuccessLeadershipMentoring

Stay score

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.

Personalize to your clock →

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.

Community outcomes

No reports yet — be the first to help the next applicant.

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?
  • We're moving fast, raising the bar, and rethinking how we operate as a technology-first company.

Responsibilities

  • 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.
  • Partner with Finance and senior leadership to make thoughtful tradeoffs between performance, retention, ownership, and financial sustainability.
  • 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.
  • Stay close to the work, bringing your own expertise to complex challenges and working alongside your team to deliver exceptional outcomes.
  • Forward-looking models that give leadership confidence in how we reward our people, reinforce ownership, and manage long-term financial commitments.

Requirements

  • Your experience and expertise
  • 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, with demonstrated experience in using AI and automation to improve how work gets done.
  • Demonstrated experience designing, transforming, or meaningfully evolving global compensation strategies and programs within a publicly traded company.
  • Deep expertise in compensation philosophy, job architecture, leveling, market benchmarking, base pay, annual incentives, and equity compensation.
  • 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.
  • Proven success leading and developing compensation teams, deepening technical expertise, and creating a culture of accountability and continuous improvement.
  • How you work
  • You're a builder. You challenge assumptions, see opportunities to improve, and take ownership of making change happen.
  • You think like a business leader. You understand the financial and talent implications of your decisions and make thoughtful tradeoffs.
  • You lead from the work. You're comfortable setting strategy with executives, getting into the details with your team, and personally driving complex challenges through to completion.

Compensation

  • 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.
  • Own our equity compensation strategy, including new-hire grants, refresh programs, long-term incentives, and retention approaches.

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.
  • A sustainable approach to equity and compensation investment.

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.
Apply directly at Klaviyo →Create a free account for alerts like thisView Klaviyo immigration profile

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