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 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.
#people-connectSlack chat channel for questions that do not seem appropriate for the issue tracker - if your question contains personal data or sensitive information we encourage you to direct message the People Connect Bot which can be found in the Apps Dropdown within Slack. 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
#it_help. The channel topic explains how to create an issue. For urgent matters you can mention
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 Talent Acquisition Departments.
|Department Name||Encompassed Teams|
|People Success||Total Rewards; People Operations (People Connect; Specialists, Experience, Engineering, Compliance, Team Member Relations); People Business Partners; Diversity, Inclusion & Belonging; Learning & Development|
|Talent Acquisition||Candidate Experience; Talent Acquisition; Talent Acquisition 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 Director, People Operations and Senior Manager, Total Rewards are also both contactable 24/7 via their mobile numbers that appear in Slack. In the event a team member is in an unsafe situation due to a natural disaster, please see the Disaster Recovery Plan page.
As stated in the Code of Business Conduct & Ethics page, we have a section related to reporting violations. GitLab has engaged Navex to provide EthicsPoint, its comprehensive and confidential reporting tool, an anonymous ethics hotline for all team members. The purpose of the service is to insure that any team member wishing to submit a report anonymously about conduct addressed in the Code of Business Conduct & Ethics can do so without the fear of retaliation.
In addition to EthicsPoint, GitLab has engaged Lighthouse Services to provide an anonymous reporting hotline for all team members to submit reports regarding team member relations. Reports may cover but are not limited to the following topics: wrongful discharge or disciplinary action, sexual harassment, discrimination, conduct violations, alcohol and substance abuse, threats, improper conduct, violation of company policy.
Please note that the information provided by you may be the basis for an internal and/or external investigation into the issue you are reporting and your anonymity will be protected by Lighthouse to the extent possible by law. However, your identity may become known during the course of the investigation because of the information you have provided. Reports are submitted by Lighthouse to a company designee for investigation according to our company policies.
Lighthouse has a toll free number and other methods of reporting are available 24 hours a day, 7 days a week for use by team members.
In addition to EthicsPoint and Lighthouse, please review the Team Member Relations page. GitLab also offers a Harassment Complaint Form that any team member may use to document any instance of any type of workplace harassment. Simply copy the form, fill it out with your information and send it to our Team Member Relations Specialist at firstname.lastname@example.org.
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||Compliance issue tracker|
|People Experience Associates||@gl-people-exp||people-connect@ gitlab.com||@people_exp||n/a||People Group issue tracker|
|Team Member Relations||@email@example.com||n/a||n/a||TBA|
|People Group Engineering||No alias, create issues for People Engineering here||n/a||#people-ops-eng||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|
|Talent Acquisition Leadership||@gl-talent-acquisition-leads||n/a||@talent-acquisition-leads||n/a||Talent Acquisition issue tracker|
|Talent Acquisition||@gl-talent-acquisition||talent-acquisition@ gitlab.com||@talent-acquisition-team||n/a||Talent Acquisition 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|
|Talent Acquisition Operations and Insights||@gl-talent acquisitionops||talentacquisitionops@ gitlab.com||@talent-acquisition-ops||@talent-acquisitionops||Talent Acquisition issue tracker|
|Sourcing||@gl-sourcingteam||n/a||@sourcingteam||n/a||Talent Acquisition 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|
|2020-04||Benefits Review for Belgium, [UK](https://gitlab.com/gitlab-com/people-group/total-rewards/-/issues/262), and US 401(k)|
|2021-05||Benefits Review for Germany & Canada|
|2021-06||Benefits Survey Released FY21|
|2021-06||June 1 Currency Conversion & Exchange Rate Fluctuations Review|
|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)|
|2021-01||Bi-Annual Leave Accrual Audit|
|2021-08||360 Feedback Launch & Oversight|
|2021-07||Security Awareness Training|
|2021-07||Bi-Annual Leave Accrual Audit|
|2021-10||Annual Engagement Survey|
|2021-06||Talent assessment/ Performance and Potential Matrix|
|2021-07||Targeted Mid-year increase review including mid-year Talent assessment|
|2021-08||Targeted Mid-year increase allocation of budgets with leadership|
|2021-09||Targeted Mid-year increase Effective 2021-08-01|
|2021-09||Engagement Review Start|
|2021-11||Performance and Potential Assessments|
|2021-12||Annual Comp Review Inputs Evaluated/Proposed to Compensation Group for FY22|
|2021-12||Divsion and Department Impact Analysis review with Leadership|
|2021-01-11 to 2021-01-29||3 Week Manager Challenge|
|2021-01||GitLab Learn/LXP (Learning Experience Platform) Internal Launch|
|2021-01||LinkedIn Learning Internal Launch|
|2021-02||Learning & Development Quarterly Newsletter|
|2021-03||Mental Health Awareness Month|
|2021-03||GitLab Learn + LinkedIn Learning Quarterly Survey|
|2021-03-21||Field Sales Manager Hiring Top Talent Training|
|2021-04||April Skill of the Month|
|2021-04||Mental Health Newsletter|
|2021-04-03||Enterprise Sales Hiring Top Talent Training|
|2021-05||May Skill of the Month|
|2021-05-03 to 2021-05-21||3 Week Manager Challenge|
|2021-05||Field Manager Development Program|
|2021-05||Learning & Development Quarterly Newsletter|
|2021-06||June Skill of the Month|
|2021-06||GitLab Learn + LinkedIn Learning Quarterly Survey|
|2021-07||July Skill of the Month|
|2021-07||Mental Health Newsletter|
|2021-08||August Skill of the Month|
|2021-08||Learning & Development Quarterly Newsletter|
|2021-08||GitLab Learn + LinkedIn Learning Quarterly Survey|
|2021-09||September Skill of the Month|
|2021-10||October Skill of the Month|
|2021-10||Mental Health Newsletter|
|2021-11||November Skill of the Month|
|2021-11||Learning & Development Quarterly Newsletter|
|2021-12||December Skill of the Month|
|2021-12||GitLab Learn + LinkedIn Learning Quarterly Survey|
|2022-01||January Skill of the Month|
|2022-01||Mental Health Newsletter|
|2021-02||Inc Best Workplaces - survey|
|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|
|2021-06||Affirmative Action Plan FY22|
|2021-03||CA Pay Data Report 2020|
|2021-04||Personnel Activity Data FY21|
|2021-05||US HR Compliance Assessment|
|2021-07||Global HR Compliance Assessment|
|2021-03||EEO-1 Report 2020|
|2021-03||VETS-4212 Report 2020|
|Ongoing||SOX Audit - People Controls FY22|
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, Talent Acquisition, Legal and Accounting, Business Technology, and Finance. Sales: Customer Success, Channel, Alliances and Public Sector. Marketing: Awareness, Brand Activation, Campaigns, CMO Executive, Communications, Community Relations, Content Marketing, Digital Design, Digital Marketing, Field Marketing, Marketing Ops, Partner Marketing, Sales Development, and Search Marketing|
|Denise Parsonage||Sales: Commercial Sales, Enterprise Sales, Field Operations|
|Roos Takken||Engineering: Customer Support, Infrastructure, Quality, Security and UX|
|Giuliana Lucchesi||Engineering: Development and Incubation Engineering; Product: Product Management; 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.
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)|
|Evaluate onboarding surveys||As responses are submitted|
|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
|Contract Renewals||30 days or more prior to team member's renewal date|
|Exit Interviews||During voluntary offboarding team member's last week|
|Administration of the signing of our Code of Conduct||Annually in Feb/March|
|US Unemployment Claim Management||As Needed and Audited Quarterly|
|Relocations||As requested, usually completed 30 days or more prior to team member's relocation date|
|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.|
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.
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 #people-connect Slack channel with the LinkedIn profile in question.
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 Total Rewards Team with the change.
Administrative access to CultureAmp will be limited based on role and responsiblity. There are 3 different levels of access:
To request access please open an access request with the type of account access requested and the business need. You can assign the access request to Jessica Mitchell @jmitchell or Beverley Rufener @brufener for review and approval. The default admin access will be the Survey Creator administration rights unless other access is specified. Please note that Survey Data Analyst admin rights will not be granted to team members outside of the People group with out permission from the CPO.
If you need assistance reviewing your CultureAmp Survey, please complete this issue template to alert the People Operations Team.