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 is here to support GitLab's mission by bringing top talent into GitLab, and then enabling team members to make meaningful contributions in alignment with our values. Please don't hesitate to reach out with questions or ask for support!
The People Group works together as one team, made up of five departments: People Operations, Talent and Engagement, Total Rewards, People Business Partners, and Diversity, Inclusion, and Belonging (DIB).
|People Operations||PeopleConnect, Employment Solutions, Compliance, Tools & Technology, Analytics, Team Member Relations|
|Talent and Engagement||Talent Acquisition; Candidate Experience, Talent Acquisition Operations and Insights, Sourcing, Talent Brand
Engagement; Learning & Development, Engagement
|Total Rewards||Global Compensation, Benefits, and Equity Strategy|
|People Business Partners||Aligned to Engineering, Product, Sales, Marketing, and G&A|
If team members need emergency support from GitLab's People team, please post in the #people-connect Slack channel marked
URGENT. The #people-connect channel is monitored during most working hours and is the centralized support platform for all people-related queries. Please do not include any sensitive or private information in your message in the #people-connect channel. Team members must direct message the People Connect Bot to relay any personal data or potentially sensitive information. The People Connect bot which can be found by searching the 'apps' section of Slack. Read more about our People Connect methods of engagement.
We trust team members to always use their best judgement when facing any emergency. Team members are encouraged to dial their country's emergency services number for any critical and/or medical emergency. In the case that other team members are aware of a team member's emergency (during a Zoom call for example) and wish to call that country's emergency services on the original team member's behalf, we do not recommend this as only certain People Ops team members have access to team member addresses and we would take on the role of communicating with emergency services, should this extremely rare situation arise.
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 and Ethics, 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 and 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 email@example.com.
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
|Total Rewards||@gl-total-rewards||total-rewards@ gitlab.com||#people-connect||n/a|
|People Operations Specialists||@gl-peopleops||peopleops@ gitlab.com||@peopleops_spec||n/a|
|People Compliance Specialist||TBA||TBA||TBA||n/a|
|People Experience Associates||@gl-people-exp||people-connect@ gitlab.com||@people_exp||n/a|
|Team Member Relations||@firstname.lastname@example.org||n/a||n/a|
|Absence Management Team||@email@example.com||#people-connect||n/a|
|People Group Engineering||No alias, create issues for People Engineering here||n/a||#people-ops-eng||n/a|
|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||
|Talent Acquisition||@gl-talent-acquisition||recruiting@ gitlab.com||@talent-acquisition-team||n/a|
|Employer Branding||No alias yet, @mention the Senior Talent Brand Manager||employmentbranding@ gitlab.com||n/a||n/a|
|Candidate Experience Specialist||@gitlab-com/gl-ces||ces@ gitlab.com||@ces||@ces*|
|Talent Acquisition Operations and Insights||@gl-talent acquisitionops||talentacquisitionops@ gitlab.com||@talent-acquisition-ops||@talent-acquisitionops|
For the People Group we have created an overview sheet that show all People Programs for FY22-H2 and FY23. The purposes of this calendar are to: align on People Programs accros the People Group, and provide People Program timeline visibility to the organization. It's aimed at aligning ongoing programs rather than to-dos. The overview is available to all GitLab team members via this link.
People teams included in this overview are:
Each quarter there's a reminder in the People Group Google Calendar to update the calendar. The People Business Partners will also touch base at the end of the quarter to review/plan for the upcoming quarter. The DRI for the calendar is Roos Takken.
Please reach out to your aligned People Business Partner (PBP) to engage in the following areas:
|Contact||Division - Department|
|Anjali Kaufmann||Finance: Accounting, Business Technology, Data and Analytics, Information Technology, Enterprise Applications, and Procurement; G&A: People Success, Talent Acquisition, and Legal; CEO; Chief of Staff to the CEO|
|Denise Parsonage||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|
|Carolyn Bednarz||Sales: Commercial Sales, Enterprise Sales, Field Operations|
|Carlie Russell||Sales: Customer Success, Channel and Alliances.|
|Roos Takken||Engineering: Customer Support, Infrastructure, Quality, Security and UX|
|Giuliana Lucchesi||Engineering: Development and Incubation Engineering; Product: Product Management|
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||2 weeks 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 Business Conduct and Ethics||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 responsibility. 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 Anesia Chan
@anechan and Beverley Rufener
@brufener (as backup) 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 Chief People Officer.
If you need assistance reviewing your CultureAmp Survey, please complete this issue template to alert the People Operations Team.