In general, the People Group teams and processes are here to provide support to our team members; helping make your life easier so that you can focus on your work and contributions to GitLab. On that note, please do not hesitate to reach out with questions!
The overall People Group is a combination of the People Success and Recruiting Departments.
|Department Name||Encompassed Teams|
|People Success||Total Rewards; People Operations (Specialists, Experience, Engineering, Compliance, Team Member Relations); People Business Partners; Diversity, Inclusion & Belonging; Learning & Development|
|Recruiting||Candidate Experience; Recruiting; Recruiting Operations and Insights; Sourcing; Talent Brand|
email@example.com with "Urgent" in the subject line (we aim to reply within 24 hours, however usually sooner). The Senior Manager, People Operations and Senior Manager, Total Rewards are also both contactable 24/7 via their mobile numbers that appears in slack. In the event a team member is in an unsafe situation due to natural disaster, please see the Disaster Recovery Plan section on this page.
Welcome to the People Group handbook! You should be able to find answers to most of your questions here. You can also check out pages related to People Group in the next section below. If you can not find what you are looking for please do the following:
generalif you're not sure. Please use confidential issues for topics that should only be visible to GitLab team-members. Similarly, if your question can be shared please use a public issue. Tag
@gl-hiringso the appropriate team members can follow up.
#peopleopsSlack chat channel for questions that do not seem appropriate for the issue tracker. For access requests regarding Google or Slack groups, please create an issue here: https://gitlab.com/gitlab-com/team-member-epics/access-requests. For questions that relate to Payroll and contractor invoices please direct your question to the
#financechannel for Carta. Regarding questions for our recruiting team, including questions relating to access, or anything to do with Greenhouse, referrals, interviewing, or interview training please use the
#recruitingchannel. For more urgent general People Group questions, please mention
@peoplegeneralto get our attention faster.
#it_help. The channel topic explains how to create an issue. For urgent matters you can mention
This table lists the aliases to use, when you are looking to reach a specific group in the People Group. It will also ensure you get the right attention, from the right team member, faster.
|Subgroup||GitLab handle||Slack Group handle/channel||Greenhouse||Issue tracker|
|People Business Partners||@gl-peoplepartners, Please add the
||peoplepartners@ gitlab.com||@peoplepartners||n/a||People Group issue tracker|
|Total Rewards||@gl-total-rewards||total-rewards@ gitlab.com||#total-rewards||n/a||Total Rewards issue tracker|
|People Operations Specialists||@gl-peopleops||peopleops@ gitlab.com||@peopleops_spec||n/a||People Group issue tracker|
|People Compliance Specialist||TBA||TBA||TBA||n/a||People Group issue tracker|
|People Experience Associates||@gl-people-exp||people-exp@ gitlab.com||@people_exp||n/a||Compliance issue tracker|
|People Group Engineering||No alias, @mention the People Group Fullstack Engineer||TBA||TBA||n/a||People Operations Engineering issue tracker|
|Diversity, Inclusion and Belonging||No alias yet, @mention the|
|Diversity, Inclusion and Belonging Partner||diversityinclusion@ gitlab.com||n/a||n/a||Diversity, Inclusion and Belonging issue tracker|
|Learning and Development||No alias yet, @mention the Learning and Development Generalist||learning@ gitlab.com||n/a||n/a||Learning and Development issue tracker|
|Recruiting Leadership||@gl-recruitingleads||n/a||@recruitingleads||n/a||Recruiting issue tracker|
|Recruiting||@gl-recruiting||recruiting@ gitlab.com||@recruitingteam||n/a||Recruiting issue tracker|
|Employer Branding||No alias yet, @mention the Senior Talent Brand Manager||employmentbranding@ gitlab.com||n/a||n/a||People Group issue tracker|
|Candidate Experience Specialist||@gitlab-com/gl-ces||ces@ gitlab.com||@ces||@ces*||Candidate Experience issue tracker|
|Recruiting Operations and Insights||@gl-recruitingops||recruitingops@ gitlab.com||@recruitingops||@recruitingops||Recruiting issue tracker|
|Sourcing||@gl-sourcingteam||n/a||@sourcingteam||n/a||Recruiting issue tracker|
Here's an overview of all the People group's team events.
|2021-02||Audit FY 2022 Annual Compensation Review|
|2021-02||Upload Total Rewards Statements for Managers to communicate FY22 increases to direct reports|
|2021-03||Exchange Rate Fluctuations effective 2021-03-01|
|2021-06||Benefits Survey Released FY21|
|2021-07||Benefits Survey Results FY21 Analyzed and added to Handbook|
|2021-08||Targeted Mid-Year Increase Review|
|2021-11||Performance Factor Reviews|
|2021-12||Annual Comp Review Inputs Evaluated/Proposed to Compensation Group for FY22|
|2021-12||Division and Department Impact Analysis shared with People Business Partner Team|
|2022-01||Annual Comp Review changes finalized for 2022-02-01 effective date|
|2022-01||Manager Review (Compaas)|
|2020-06||360 Feedback Launch & Oversight|
|2020-07||Security Awareness Training|
|2020-07||Netherlands Annual Leave Accrual Audit|
|2020-06||Talent assessment/ 9 box exercise with Leadership group|
|2020-07||Catch-up Compensation Review Compa Group Reviews|
|2020-08||Catch-up Compensation Review allocation of budgets with leadership|
|2020-09||Catch-up Compensation Review Effective 2020-09-01|
|2020-11||Performance Factor Reviews|
|2020-12||Annual Comp Review Inputs Evaluated/Proposed to Compensation Group for FY22|
|2020-12||Divsion and Department Impact Analysis review with Leadership|
|2021-01-11 to 2021-01-29||3 Week Manager Challenge|
|2021-01||LXP (Learning Experience Platform) Internal Launch|
|2020-06||Great Place to Work - survey & application|
|2020-06||Talent Community first nurture email|
|2020-09||GitLab Culture Open House events - APAC/EMEA and Americas|
|2020-09||Talent Community second nurture email|
|2020-12||Talent Community third nurture email|
|2020-06||MIT - Minorities in Tech Mentoring Pilot Kick Off|
|2020-06||Women in Sales Mentoring Pilot Kick Off|
|Monthly||Monthly Diversity, Inclusion and Belonging Call|
|2021-02||Diversity, Inclusion and Belonging Survey Released|
|2021-03||Diversity, Inclusion and Belonging Survey Results Released|
|2021-02||Working Mother Media Survey|
Please reach out to your aligned People Business Partner (PBP) to engage in the following areas:
|Contact||Division - Department|
|Carol Teskey||G&A: People Success, Recruiting, and Legal|
|Julie Armendariz||G&A: Accounting, Business Operations, and Finance; Marketing: Stategic Marketing, Inbound Marketing, Marketing Ops, Digital Marketing, Sales Development, Corporate Events|
|Carolyn Bednarz||Sales: Commercial Sales, Consulting Delivery, Enterprise Sales, Field Operations and Practice Management|
|Lorna Webster||Sales: Business Development, Customer Success, Channel and Public Sector|
|Roos Takken||Engineering: Customer Support, Infrastructure, Quality, Security and UX|
|Giuliana Lucchesi||Engineering: Development; Product: Product Management and Product Strategy; Meltano|
If you would like People Business Partners' input, collaboration, or feedback on an issue or MR, please add the
pbp-attention label, which will flag the issue for triaging on our People Business Partner issue board. See the People Business Partner Issue Board section below for more information on our triaging and lableing process.
In order to ensure the PBP team is able to take time off during the holidays, while simultaneously ensuring we are available for support should urgent items arise, we have put together a PBP holiday coverage on-call plan. While many of us will be on vacation, we will be on an emergency on-call rotation should something urgent arise and reachable via Whatsapp or a text message on our personal cell phones (which can be found in Slack).
If you have something urgent that has arisen and your aligned PBP is out of the office, please refer to Holiday Coverage Calendar table below.
Before proceeding with contacting PBPs in line with the holiday coverage schedule, please consider:
As many of the PBPs will also be on vacation and not actively checking email and Slack, please send us a Whatsapp or text message to contact us as opposed to reaching out via Slack or email for timely responses. Our mobile numbers can be found in our Slack profiles.
If your aligned PBP is not on vacation, please reach out to them first. If they are not available, please contact any one of the other available PBPs.
Please be mindful of timezone when determining which PBP to reach out to.
|Week||Available PBPs||PBP Timezone|
|December 21 - 25||Julie Armendariz||CST - GMT-6 (Dallas, TX)|
|December 21 - 25||Carolyn Bednarz||EST - GMT-5 (Boston, MA)|
|December 21 - 25||Giuliana Lucchesi||CST - GMT-6 (Chicago, IL)|
|December 28 - January 1||Lorna Webster||EST - GMT-5 (Atlanta, GA)|
|December 28 - January 1||Roos Takken||CET - GMT+1 (Amsterdam, Netherlands)|
The People Business Partners (PBPs) have an issue board to track collaboration on issues across GitLab.com to keep us efficient and collaborative with other teams.
We utilize labels for triaging amongst the PBPs, and to indicate to other teams the level of priority for the PBPs and the status (doing, done, etc.)
pbp-attentionlabel is added by team member/group seeking input, collaboration, or feedback on an issue or MR. This will flag the issue for triaging on our People Business Partner issue board. Note: While MRs will not appear on our board, we ask that the
pbp-attentionlabel is added regardless for analytics purposes.
pbp::low1 PBP DRI with 1 additional reviewer
pbp::medium1 PBP DRI with 2 additional PBP reviewers
pbp::high1 PBP DRI with 3 additional PBP reviewers (at least one should be at the Director level)
pbp-DIB(Diversity, Inclusion, & Belonging)
pbp-LD(Learning & Development)
pbp-donelabel when PBP action is complete.
You may reference the GitLab.com labels for an overview of all labels included in the PBP issue board triaging and labeling process.
The Director of Legal, Employment, collaborates with and provides support to the People Business Partner team in many functional areas.
Email approval from the Director of Legal, Employment is required prior to engagement with external counsel to allow for accurate tracking of costs.
Invoices will be sent to Director of Legal, Employment, for approval with the relevant People Business Partner copied for visibility.
All tasks will be assigned via slack in the #pbp-peopleops slack channel. This is a private channel. The People Operations Specialist team, will self-assign a task, within 24 hours and comment in slack on the request to confirm.
Please note that the source of truth for role responsibilites are the job families for People Operations Specialist and People Experience Associate. The table below is meant to provide a quick overview of some of the core responsibilities for each team.
|Onboarding||4 days prior to start date|
|Offboarding||Immediate action for involuntary & 24 hours for voluntary|
|Career Mobility||Within 24 hours|
|Letters of Employment||Within 12 - 24 hours|
|Employment Verification||Within 12 - 24 hours|
|Anniversary Emails||Last day of the month|
|Slack and Email Queries||Within 12 - 24 hours|
|Probation Period Notifications||Daily (when applicable)|
|Group Conversations scheduling||As requested|
|Hosting of company calls||Daily on a weekly rotation|
|Evaluate onboarding surveys||As responses are submitted|
|Flowers and gift ordering||Within 24 hours|
|Determining quarterly winners of the onboarding buddy program||Last week of each quarter|
|People Experience Shadow Program||As requested by other team members|
Other listed processes for the People Experience Team can be found here
|Country Conversions||As soon as approval is given by CFO. Conversion turnaround time can take from 4-12 weeks depending on a variety of factors.|
|Risk Matrix Data Update||Monthly|
|Relocations||As requested, usually completed 30 days or more prior to team member's relocation date|
|Contract Renewals||30 days or more prior to team member's renewal date|
|Exit Interviews||During voluntary offboarding team member's last week|
|Hosting of Company Calls||Daily on a weekly rotation|
|Administration of the signing of our Code of Conduct||Annually in Feb/March|
How the GitLab team celebrates work anniversaries and further information about anniversary gifts and birthdays can be found on this page
Please review the frequently requested section of the People Handbook before reaching out to the team. The page includes information on accessing a team directory, requesting a letter of employment, mortgage forms, the companies reference request policy, ordering business cards, and changing your name in GitLab systems.
Our leadership handbook has tools and information for managers here at GitLab.
These guidelines are for all Vendor meetings (e.g. People Group/Recruiting IT system providers, 3rd party suppliers, benefits providers) to enable us to get the best out of them and make the most of the time allotted:
GitLab does not actively search for LinkedIn profiles that have inaccurate information about being a GitLab Team member. However, there are instances where a profile is identified and there is question on whether the person is truly a GitLab team member. Here is the process for flagging a potentially inaccurate profile and the actions that the People Specialist team will do to confirm and potentially report a profile.
@peopleops_spectag in the #peopleops Slack channel with the LinkedIn profile in question.
Another nice way to celebrate someone, express your appreciation or show support to a team member is by creating an e-card and having team members sign the card via HelloSign. Have have fun with this, get creative when making the card using google docs, google slides or a program of your choice. An example can be found here. Once you have your card created:
We use BambooHR to keep all team member information in one place. All team members (all contract types) are in BambooHR. We don't have one contact person but can email BambooHR if we want any changes made in the platform. The contact info lives in the Secretarial Vault in 1Password.
Some changes or additions we make to BambooHR require action from our team members. Before calling the whole team to action, prepare a communication to the team that is approved by the Chief People Officer.
Team Members have access to their profile in BambooHR and should update any data that is outdated or incorrect. If there is a field that cannot be updated, please reach out to the People Ops Analyst with the change.
The mobile app has less functionality than the full website, and the current version has security issues, so use of the BambooHR mobile app is discouraged. If access to BambooHR is required from a mobile device (such as requests that need to be approved), this should be done through the desktop version of the website or through the mobile device's web browser.
We are a handbook first organziation and google drive should only be utilized when necessary.
When using google drive, always save team documents to the appropriate [Shared_Drive].
Our company and office phone lines are handled via RingCentral. The login credentials are in the Secretarial vault on 1Password. To add a number to the call handling & forwarding rules:
For roles directly relating to Research and Development in the Netherlands, GitLab may be eligible for the WBSO (R&D Tax Credit).
As of 2019 GitLab must submit three applications each year and the deadlines for those are as follows:
There is a translated English version of the application template located in the WBSO folder on the Google Drive. The applications should be completed by a Product Manager, responsible for features or a service within GitLab, who can detail the technical issues that a particular feature will solve. Assistance on completing the application can also be sought from the WBSO consultant (based in the Netherlands). The contact details for the consultant can be found in a secure note in the People Ops 1Password vault called WBSO Consultant. The People Operations Specialist team will assist with co-ordinating this process. It is currently owned by Finance.
Each year a spreadsheet with the project details and hours logged against the work done on the project(s) will need to be created. This is for the entire year. The current hour tracker is located in the WBSO folder on the Google Drive, and shared only with the developers that need to log their hours (located in the Netherlands), Total Rewards Analysts, Finance and the WBSO consultant. Once the projects have been completed for the year, the WBSO consultant will submit the hours and project details to claim the R&D grant from the RVO. The WBSO consultant will contact Total Rewards Analysts should they have any queries.
When a natural disaster or weather event occurs in a location that is near the home of a team member, the People Specialist and People Experience Teams (known as the People Operations Team) will send a notification email to all relevant team members, using the template found in the People Group project.
GitLab provides free transport to all team members to get out of the location they are in, via a vendor of choice e.g.: Uber/ Taxify/ Lyft/ Via etc. to a safe location. This section outlines what action will be taken during a natural disaster:
peoplepartners @gitlab.comwill also be bcc'd and
peopleops @gitlab.comwill be cc'd.
GitLab launched a Women in Sales Mentorship Pilot for the start Q2 of FY21. If the pilot is considered successful, we will consider expanding the program to other cohorts. For more information on the program and how to apply, visit the Women In Sales Mentorship Pilot Program handbook page!
Follow this link to our People Policy Directory