People Technology and Analytics

The People Technology & Analytics Job Family owns the technology and reporting solutions at GitLab. Working in partnership with the People Leadership team, they play both a strategic and tactical role setting the direction for the technology and analytics strategy at GitLab and operating with a “data-first” mindset.

People Technology

HRIS Analyst, People Technology

The HRIS Analyst, People Technology reports into the Director, People Tools and Technology.

Job Grade

The HRIS Analyst, People Technology is a grade 6.

Responsibilities

Serve as HRIS system administrator by providing functional and technical expertise including system maintenance, assigning of security roles, troubleshooting issues, assisting with improvements, and ensuring overall data quality
Provide system and end user support internally within the People Group as well as external stakeholders throughout the organization
Ensure data integrity by performing system and security audits
Participate in the configuration of annual People programs, system releases, which includes end-to-end preparation of test plan and test scripts
Provide technical expertise, troubleshooting, and guidance, which includes HRIS training to support users and strengthen the organization’s ability to effectively and efficiently use the system
Load mass datasets, distribute policies and documents with confidence and thorough testing
Develop and maintain documentation of system configurations, business processes, and schedules of reporting and integrations

Requirements

2+ years of hands on HR technology experience managing HR systems
Excellent analytical and customer service skills
Ability to review and analyze data to identify and resolve problems
Strong communication skills, both verbal and written
Proven interpersonal and change management skills to champion adoption of new processes and technologies
Ability to exercise discretion with highly confidential information
Highly collaborative
Strong business acumen to recommend optimal solutions to complex business problems by evaluating and distinguishing user requests from the underlying true business needs
Ability to use GitLab
Bachelor’s degree or equivalent experience preferred
Knowledge of trends and developments in data management, security, and HR technology preferred
Experience with a system implementation preferred
Workday and Greenhouse experience preferred

Senior HRIS Analyst, People Technology

The Senior HRIS Analyst, People Technology reports into the Director, People Tools and Technology.

Job Grade

The Senior HRIS Analyst, People Technology is a grade 7.

Responsibilities

Serve as HRIS system administrator by providing functional and technical expertise including system configurations, managing settings, business process enhancements, troubleshooting issues, employing improvements, and ensuring overall data quality and integrity
Maintain data security and compliance by regularly analyzing and auditing data
Serve as a consultant to various business groups taking a systems thinking approach and recommending process improvements and/or innovative, alternative solutions while considering downstream impacts
Configure and test for annual People programs, system releases, which includes end-to-end scoping of configuration and integration
Serve as a functional resource on reporting, including dashboard creation, data analyses and creating calculated fields
Provide technical support, troubleshooting, and guidance, which includes HRIS training to support users and strengthen the organization’s ability to effectively and efficiently use the system
Load mass datasets, distribute policies and documents with confidence and thorough testing
Maintain knowledge of trends and developments in data management, security, and HR technology

Requirements

4+ years of hands on HR technology experience managing Workday
Understanding and experience (configuring 1 or more) of Workday functionality including HCM, Core & Advanced Compensation, Benefits (annual and life events enrollment), Time Off and Tracking, Talent Management, Performance, Security
Ability to use GitLab
Strong consulting skills with ability to lead design sessions with stakeholders, explain complex functionality, configure business processes, test functionality, document requirements, and assist with testing
Utilize proven interpersonal and change management skills to champion adoption of new processes and technologies
Strong business acumen to recommend optimal solutions to complex business problems by critically evaluating and distinguishing user requests from the underlying true business needs
Bachelor’s degree or equivalent experience preferred
Completion of one full implementation with Workday HCM and/or Workday certification in HCM preferred
Experience with Workday technical integrations - Workday Studio including BIRT, EIB, Cloud Connect preferred
Exposure to HTML, Javascript, XML, CSS, SOAP & REST web services preferred

Staff HRIS Analyst, People Technology

The Staff HRIS Analyst, People Technology reports into the Director, People Tools and Technology.

Job Grade

The Staff HRIS Analyst, People Technology is a grade 8.

Market Justification: When reviewing survey data there are 112 companies with 223 at the Staff level of an HRIS role. The business need for GitLab to have an individual contributor grade 8 is to ensure we have a high level of skill when building out systems architecture cross functionally. In the market, there can be HRIS architects who have interest in managing the system and/or technical integrations only. Not having this career parth option can make it difficult to retain and attract talent. Advanced HRIS professionals may often be found in titles such as Staff HRIS Analyst, Senior Staff HRIS Analyst, Consultant, Sr. HRIS Consultant, Product Manager, Senior Product Manager.

Responsibilities

Manage HRIS system by providing functional and technical expertise including major system configurations, business process enhancements, troubleshooting complex issues, employing improvements, and ensuring overall data quality and integrity
Oversee data security and compliance across our people systems (both production and non-production environments) by conducting regular audits, being vigilant about security and access
Serve as a trusted advisor and consultant to various business groups taking a systems thinking approach and recommending process improvements and/or innovative, alternative solutions while considering downstream impacts
Lead the configuration and testing for annual People programs, system releases, which includes end-to-end scoping of configuration and integration
Serve as a functional expert on reporting, including dashboard creation, data analyses and assisting stakeholders with metrics. Comfortable with composite, matrix and trending reports, with the ability to create/modify calculated fields and business intelligence reports
Provide technical support, troubleshooting, and guidance for system issues and integration errors, which includes HRIS training to support users and strengthen the organization’s ability to effectively and efficiently use the system
Load mass datasets, distribute policies and documents with confidence and thorough testing
Maintain knowledge of trends and developments in data management, security, and HR technology

Requirements

6+ years of hands on HR technology experience managing HRIS systems such as Workday
2-3 years implementing and integrating new people technology systems(HRIS, ATS, case management tools)
Experience with technical integrations using EIB (Workday Studio, BIRT, Cloud Connect knowledge and experience preferred)
Ability to use GitLab
Previously a functional consultant or subject matter expert in Human Capital Management business processes or regulations
Deep understanding and experience (configuring 2 or more) of Workday functionality including HCM, Core & Advanced Compensation, Benefits (annual and life events enrollment), Time Off and Tracking, Talent Management, Performance, Security
Strong consulting skills with ability to lead design sessions with stakeholders, explain complex functionality, configure business processes, test functionality, document requirements, and assist with testing
Utilize proven interpersonal and change management skills to champion adoption of new processes and technologies
Strong business acumen to recommend optimal solutions to complex business problems by critically evaluating and distinguishing user requests from the underlying true business needs
Passionate and constantly striving to create a seamless and delightful experience for our Team Members in our processes, tools, and systems
Bachelor’s degree or equivalent experience preferred
Completion of one full implementation with Workday HCM and/or Workday certification in HCM preferred
Exposure to HTML, Javascript, XML, CSS, SOAP & REST web services preferred

Principal HRIS Analyst, People Technology

The Principal HRIS Analyst, People Technology reports into the Director, People Tools and Technology.

Job Grade

The Principal HRIS Analyst, People Technology is a grade 9.

Market Justification: When reviewing survey data there are 13 companies with 14 team members at the Principal level of an HRIS role. The business need for GitLab to have an individual contributor grade 9 is to ensure we have a high level of skill when building out systems architecture cross functionally. In the market, there can be HRIS architects who have interest in managing the system and/or technical integrations only. Not having this career parth option can make it difficult to retain and attract talent. Advanced HRIS professionals may often be found in titles such as Staff HRIS Analyst, Senior Staff HRIS Analyst, Consultant, Sr. HRIS Consultant, Product Manager, Senior Product Manager.

Responsibilities

Manage overall HRIS system and ecosystem of People tools by providing functional and technical expertise including system configurations, business process enhancements, troubleshooting complex issues, employing improvements, and ensuring overall data quality and integrity
Oversee data security strategy and compliance across our people systems (both production and non-production environments) by conducting regular audits, being vigilant about security and access, and monitoring integrations in partnership with IT
In partnership with Director of People Tools & Technology, develop strategy and roadmap to implement scalable and efficient technology solutions that align with business needs and provide a seamless experience for team members
Serve as a trusted advisor with deep subject matter expertise to various business groups taking a systems thinking approach and recommending process improvements and/or innovative, alternative solutions while considering downstream impacts
Oversee configurations and testing for annual People programs, system releases, which includes end-to-end scoping of configuration and integration
Serve as a functional expert on reporting, including dashboard creation, data analyses and assisting stakeholders with metrics. Comfortable with composite, matrix and trending reports, with the ability to create/modify calculated fields and business intelligence reports
Provide technical support, troubleshooting, and guidance, which includes HRIS training to support users and strengthen the organization’s ability to effectively and efficiently use the system
Provide guidance and mentorship to other team members
Maintain knowledge of trends and developments in data management, security, and HR technology

Requirements

8+ years of hands on HR technology experience managing HRIS systems such as Workday
3-5 years implementing and integrating new people technology systems
Completion of at least one implementation with Workday HCM and/or Workday certification in HCM
Experience with technical integrations using EIB, Workday Studio, BIRT, Cloud Connect
Exposure to HTML, Javascript, XML, CSS, SOAP & REST web services
Ability to use GitLab
Previously a functional consultant or subject matter expert in Human Capital Management business processes or regulations
Deep understanding and experience (configuring 4 or more) of Workday functionality including HCM, Core & Advanced Compensation, Benefits (annual and life events enrollment), Time Off and Tracking, Talent Management, Performance, Security
Strong consulting skills with ability to lead design sessions with stakeholders, explain complex functionality, configure business processes, test functionality, document requirements, and assist with testing
Utilize proven interpersonal and change management skills to champion adoption of new processes and technologies
Strong business acumen to recommend optimal solutions to complex business problems by critically evaluating and distinguishing user requests from the underlying true business needs
Passionate and constantly striving to create a seamless and delightful experience for our Team Members in our processes, tools, and systems.
Bachelor’s degree or equivalent experience preferred

Manager, People Technology

The Manager, People Technology reports into the Director, People Tools and Technology.

Job Grade

The Manager, People Technology, People Technology is a grade 8.

Responsibilities

Extends that of a Staff HRIS Analyst, People Technology
Management responsibilities include recruiting, interviewing, hiring, training, compensation management, and handling other team member milestone events
Develop team members through mentoring, coaching, and training actively sharing knowledge and guidance

Requirements

Extends that of a Staff HRIS Analyst, People Technology
1-2+ years of people management experience

Senior Manager, People Technology

The Senior Manager, People Technology reports into the Director, People Tools and Technology.

Job Grade

The Senior Manager, People Technology is a grade 9.

Responsibilities

Extends that of a Principal HRIS Analyst/Manager, People Technology
Management responsibilities include recruiting, interviewing, hiring, compensation management, and handling other team member milestone events
Develop team leaders/managers through mentoring, coaching, and training actively sharing knowledge and guidance
Develop a training strategy to help elevate team members and to provide cross functional knowledge to ensure team coverage

Requirements

Extends that of a Principal HRIS Analyst, People Technology
3+ years of people management experience

People Technology Performance Indicators

OSAT score: New team member feedback of the onboarding experience in a given month. The Onboarding Satisfaction target is > 4.5
Security compliance: 100% completion rate of security audits
Bug to first action: Measurement of time that an issue is being reported and taken action on. SLA is 1 working day.
New requests are triaged: Measurement of time that an issue is being reported and taken action on. SLA is within 7 working days.

People Technology Career Ladder

The next step in the job family is to move into HRIS Leadership.

People Technology Hiring Process

Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process.

Qualified candidates will be invited to schedule a 30 minute screening call with one of our Global Recruiters.
Next, candidates will be invited to schedule a 50 minute interview with our Director of People Tools & Technology
After that, candidates will be invited to schedule a 30 minute interview with members of the People Technology team
Next, candidates will be invited to a 30 minute interview with the Senior Director, Enterprise Applications
Finally, our Vice President, People Operations, Technology, and Analytics may choose to conduct a final interview

As always, the interviews and screening call will be conducted via a video call. See more details about our interview process here.

People Analytics

Senior Analyst, People Analytics

The Senior Analyst, People Analytics reports into the Senior Manager, People Analytics.

Job Grade

The Senior Analyst, People Analytics is a grade 7.

Responsibilities

Design, develop, and continuously optimize reporting and dashboard solutions that meet business needs and requirements
Create opportunities for automation, improvements and scalability
Orchestrate expert level data visualizations and presentations that convey a meaningful story and actionable insights to business partners
Translate technical outputs into clear narratives with recommendations to help achieve business objectives
Make recommendations to improve existing process design for data-collection methodologies
Build effective relationships and collaborate with team members, business leaders and partners to solve organizational problems

Requirements

4+ years of experience in an analytics role (People or Recruiting Analytics function preferred).
Strong business acumen, analytical skills including written communication and presentation development.
Advanced SQL skills and experience modeling within large-scale relational databases
Experience developing reporting and dashboards with BI tools such as Tableau, Power BI, Looker, or similar tools
Strong data visualization & storytelling skills
Solid experience with regression analysis and other statistical modeling techniques
Experience with Workday and Greenhouse preferred

Staff Analyst, People Analytics

The Staff Analyst, People Analytics role extends the Senior Analyst role expectations and reports into the Senior Manager, People Analytics.

Job Grade

The Staff Analyst, People Analytics role is a grade 8.

Market Justification: When reviewing survey data there are about 200 organizations that typically have 1 to 2 Staff level People Analysts. The business need for GitLab to have an individual contributor grade 8 is to ensure we have a high level of skill when building out people data structure cross functionally and builds in business continuity. Not having this career path option can make it difficult to retain and attract talent.

Responsibilities

Serve as a functional expert on reporting, dashboard creation, data analyses and assisting stakeholders with metrics
Serve as a trusted advisor and consultant to various business groups recommending process improvements and/or innovative, alternative solutions while considering downstream impacts
Mentor less experienced Analysts to enable them add more value sooner
Be a thought partner to other members of the team, including delivering feedback on analysis
Advocate for the team’s work to meet internal standards for code style, quality, maintainability, and best practices
Proactively and independently identify areas of opportunity for analysis
Regularly contribute to the People Analytics handbook pages, elevating data literacy and enabling responsible use of people data across GitLab
Act as a trusted voice of people data and insights in meetings and presentations
Strategize and collaborate with the Data Team to ensure integrity and accuracy of people data
Maintain knowledge of trends and developments in data management, security, and People Analytics

Requirements

Staff Analysts are expected to meet the Senior Analyst, People Analytics requirements, with the experience requirements adjusted to:

6+ years of data analysis experience, leveraging descriptive and predictive data techniques
4+ years of experience supporting people teams
2+ years of experience conducting independent exploratory analysis
2+ years of mentoring other teammates or analysts
Experience leading large, strategic initiatives

Manager, People Analytics

The Manager, People Analytics reports into the Senior Manager, People Analytics.

Job Grade

The Manager, People Analytics is a grade 8.

Responsibilities

Manage the overall People Analytics function delivering analytics and insights on programs that lead to informed decision making within the People Group
Lead a team providing coaching, mentoring, and supervision of team members
Design, develop, and optimize reporting and dashboard solutions that meet business needs and requirements
For complex reporting requests with multiple data sources, work in partnership with the IT-Data Analytics team to facilitate requirements, partner on report/dashboard design, and execute on final solution
Create opportunities for automation, improvements and scalability
Orchestrate expert level data visualizations and presentations that convey a meaningful story and actionable insights to business partners
Translate technical outputs into clear narratives with recommendations to help achieve business objectives.
Make recommendations to improve existing process design for data-collection methodologies.
Build effective relationships and collaborate with team members, business leaders and cross functional partners to solve organizational problems.

Requirements

6+ years of experience in People or Recruiting Analytics function
1-2+ years of people management experience
Python, R, SAS, Julia or equivalent statistical programming language
Understanding of scalable data transformation techniques using SQL or equivalent
Functional experience utilizing data visualization tools (Sisense, Tableau, or similar tools)
Ability to partner, collaborate with, and influence relevant stakeholders across diverse functions and experience levels
Strong independent judgment, critical thinking and problem-solving skills required to anticipate and respond to emerging challenges.
Knowledge or experience in HR and talent management systems (Workday, Greenhouse), workforce analytics packages and reporting platforms a plus.
Ability to use GitLab
Experience managing projects

Senior Manager, People Analytics

The Senior Manager, People Analytics reports to the VP, People Operations, Technology and Analytics.

Job Grade

The Senior Manager, People Analytics is a grade 9.

Responsibilities

Extends that of a Manager, People Analytics
Drive the long-term roadmap for scalable analytics and insights with Director of People Tools and Technology
Management responsibilities include recruiting, interviewing, hiring, compensation management, and handling other team member milestone events
Develop team leaders/managers through mentoring, coaching, and training actively sharing knowledge and guidance
Develop a training strategy to help elevate team members and to provide cross functional knowledge to ensure team coverage

Requirements

Extends that of a Manager, People Technology
Advanced Python, R, SAS, Julia or equivalent statistical programming language
3+ years of people management experience

People Analytics Performance Indicators

Cost Per Hire
Hires vs Plan
Offer acceptance rate greater than 90%
Team member retention greater 84%

People Analytics Career Ladder

The next step in the job family is People Technology or Operations Leadership.

People Analytics Hiring Process

Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process.

Qualified candidates will be invited to schedule a 30 minute screening call with one of our Global Recruiters.
Next, candidates will be invited to schedule a first interview with the Hiring Manager for 50 minutes
After that, candidates will be invited to schedule two 30 minute interviews with the Data Analytics Manager and another member of the Data Team
Next, candidates will be invited to schedule a 30 minute interview with our Vice President, Talent Acquisition
Finally, our Vice President, People Operations, Technology, and Analytics may choose to conduct a final interview

As always, the interviews and screening call will be conducted via a video call. See more details about our interview process here.

About GitLab

GitLab Inc. is a company based on the GitLab open-source project. GitLab is a community project to which over 2,200 people worldwide have contributed. We are an active participant in this community, trying to serve its needs and lead by example. We have one vision: everyone can contribute to all digital content, and our mission is to change all creative work from read-only to read-write so that everyone can contribute.

We value results, transparency, sharing, freedom, efficiency, self-learning, frugality, collaboration, directness, kindness, diversity, inclusion and belonging, boring solutions, and quirkiness. If these values match your personality, work ethic, and personal goals, we encourage you to visit our primer to learn more. Open source is our culture, our way of life, our story, and what makes us truly unique.

Top 10 Reasons to Work for GitLab:

Mission: Everyone can contribute
Results: Fast growth, ambitious vision
Flexible Work Hours: Plan your day so you are there for other people & have time for personal interests
Transparency: Over 2,000 webpages in GitLab handbook, GitLab Unfiltered YouTube channel
Iteration: Empower people to be effective & have an impact, Merge Request rate, We dogfood our own product, Directly responsible individuals
Diversity, Inclusion & Belonging: A focus on gender parity, Team Member Resource Groups, other initiatives
Collaboration: Kindness, saying thanks, intentionally organize informal communication, no ego
Total Rewards: Competitive market rates for compensation, Equity compensation, global benefits (inclusive of office equipment)
Work/Life Harmony: Flexible workday, Family and Friends days
Remote Done Right: One of the world's largest all-remote companies, prolific inventor of remote best practices

See our culture page for more!

Work remotely from anywhere in the world. Curious to see what that looks like? Check out our remote manifesto and guides.

Last modified June 27, 2024: Fix various vale errors (46417d02)

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