Total Rewards

The Total Rewards department strategically aligns the three pillars of team member rewards to create optimal organizational performance at GitLab: Compensation, Benefits, and Equity. Total Rewards designs and strategically executes programs in alignment with business goals. Programs fuel motivated and productive team members that are appreciated and rewarded for their contributions, driving GitLab to ever greater success.

Total Rewards Job Family Matrix

Benefits:

Role	Grade
Benefits Coordinator	5
Benefits Analyst	6
Senior Benefits Analyst Senior Benefits Program Manager	7
Manager, Benefits	8

Compensation:

Role	Grade
Compensation Coordinator	5
Compensation Analyst	6
Senior Compensation Analyst Compensation Program Manager	7
Manager, Compensation Compensation Partner	8

Leadership:

Role	Grade
Senior Manager, Total Rewards	9
Director, Total Rewards	10
Director, Global Compensation	10
Director, Executive and Equity Compensation	10

Total Rewards

Senior Total Rewards Program Manager

Job Grade

The Senior Total Rewards Program Manager is a grade 8.

Responsibilities

Lead all aspects of the planning, coordination and execution of new and revised Total Rewards programs
Orchestrate Total Rewards teams in coordination with stakeholders, partners and with the customer-experience always in mind
Support Total Rewards leadership in preparing communication materials, building enablement and change management content,
Ensure programs are delivered with compliance, quality and on time with a one People Team mindset and brand
Anticipate and prepare for unforeseen contingencies to avoid or mitigate program launch issues

Requirements

Demonstrated experience in Program Management with an emphasis in Global Total Rewards, ideally in fast-paced, dynamic environment
Experience in executive compensation in a public company
Experience with Workday and Aon Hewitt/Radford
Experience working with People Business Partners and senior leaders in a business facing role to solve compensation challenges
Experience leading presentations to senior leaders teams and company-wide audiences
Tested ability to drive programs to completion amidst ambiguity and dynamic environment factors
A shared interest in our values, and working in accordance with those values
Ability to use GitLab
Excellent verbal and written communication skills

Benefits

Benefits Requirements

Demonstrated experience in a Global Benefit role as appropriate for the grade.
For US Billing, required to be a US resident
Experience working with an international Benefits Broker.
Bachelor’s degree in Mathematics, Business, or HR preferred
Excellent written and verbal communication skills
Enthusiasm for, and broad experience with, software tools
Proven experience quickly learning new software tools
Willing to work with git and GitLab whenever possible
Willing to make Total Rewards as open and transparent as possible
You share our values, and work in accordance with those values
The ability to work in a fast-paced environment with strong attention to detail is essential.
Ability to use GitLab

Benefits Coordinator

The responsibilities for a Benefits Coordinator will be added at the time of a business need for this role.

Job Grade

The Benefits Coordinator is a grade 5.

Benefits Analyst

The responsibilities for a Benefits Analyst will be added at the time of a business need for this role.

Job Grade

The Benefits Analyst is a grade 6.

Senior Benefits Analyst

The responsibilities for a Senior Benefits Analyst will be added at the time of a business need for this role.

Job Grade

The Senior Benefits Analyst is a grade 7.

Senior Benefits Program Manager

Job Grade

The Senior Benefits Program Manager is a grade 7.

Responsibilities

Management of Benefits Plan Design Globally in coordination with a Global Benefits Broker.
Coordination with People Business Partners and GitLab Management on all related benefit plan inquires.
Management of Benefits Renewals, Plan Changes, and Open Enrollment.
Development of Benefits Roadmaps for each entity and PEO to determine future benefits in collaboration with Finance.
Development and Execution of Benefits Trainings to ensure team members understand benefits available to them.
Ensure compliance with all international rules and regulations.
Collaborate with the Total Rewards team on policies, processes, and procedures following the GitLab workflow, with the goal always being to make things easier from the perspective of the team members.
Build business case for new benefits based on supporting survey data to present to Total Rewards Leadership and key stakeholders.
Update Total Rewards documentation as appropriate.
Collect GitLab internal data to track trends in functional areas.
Collect external market data to support benefits roadmaps.
Total Rewards Statement Management to be able to report the three pillars of total rewards at the end of each compensation review cycle ensuring the ability to report benefits usage throughout the year.
Keep it efficient and DRY.

Manager, Benefits

The responsibilities for a Manager, Benefits will be added at the time of a business need for this role.

Job Grade

The Manager, Benefits is a grade 8.

Compensation

Compensation Requirements

Demonstrated experience in a Global Compensation role as appropriate for the grade.
Experience working with external survey data sources such as Radford or Comptryx.
Bachelor’s degree in Mathematics, Business, or HR preferred
Excellent written and verbal communication skills
Enthusiasm for, and broad experience with, software tools
Proven experience quickly learning new software tools
Willing to work with git and GitLab whenever possible
Willing to make Total Rewards as open and transparent as possible
You share our values, and work in accordance with those values
The ability to work in a fast-paced environment with strong attention to detail is essential.
Ability to use GitLab

Compensation Coordinator

The responsibilities for a Compensation Coordinator will be added at the time of a business need for this role.

Job Grade

The Compensation Coordinator is a grade 5.

Compensation Analyst

Support all aspects of job family creation and maintenance, partnering with the business to ensure alignment with the job architecture, conducting market benchmarking, reviewing FLSA classification, and updating related systems and tools.
Participate in external compensation surveys.
Assist with updating and refreshing the Compensation Calculator.
Maintain accuracy and integrity of compensation-related data in Workday through regular audits and data coordination.
Support the full lifecycle of all compensation programs, including Annual Compensation Review, promotion cycles, quarterly RSU grant approvals, and bonus programs
Act as the primary point of contact for compensation-related team member inquiries in collaboration with the People Connect team including creating documentation to support major program and policy implementations.
Participate in the development of communications and education materials, collaborating with the broader team to refresh the handbook to ensure user-friendly, concise, and informative pages.
Partner with Talent Acquisition to review offers in Greenhouse and respond to inquiries.
Coordinate the collection of materials required for audit controls.
Assist with ad hoc data requests and special projects.
Ensure compliance with all global rules and regulations

Job Grade

The Compensation Analyst is a grade 6.

Senior Compensation Analyst

Job Grade

The Senior Compensation Analyst is a grade 7.

Responsibilities

Participate in compensation surveys.
Maintain approval requests in Greenhouse ensuring job family and compensation benchmarks are set.
Development of Compensation Architecture and Compensation Calculator Formula Inputs to determine competitive rates.
Maintain job code architecture as compared to survey data to ensure proper benchmarking for all roles at GitLab.
Benchmark new roles or job families.
Maintain the Compensation Calculator.
Coordinate with People Technology and Tools to ensure reporting of all compensation data from HRIS.
Management of Compensation Tools and Technology for reporting and compensation review cycles.
Implement Total Rewards policies, processes and procedures following the GitLab workflow, with the goal always being to make things easier from the perspective of the team members.
Maintain total rewards documentation.
Collect and analyze compensation data to track trends in functional areas.
Collect and analyze external data to track trends for compensation best practices.
Ensure compliance with all international rules and regulations.
Manage special projects.
Collaborate on training employees on various topics.
Effectively communicate any upcoming total rewards processes or policy changes.
Keep it efficient and DRY.

Compensation Program Manager

Job Grade

The Compensation Program Manager is a grade 7.

Responsibilities

Develop compensation strategies and principles.
Develop and implement Bonus Plan Design payout structure for Company Wide Bonus in coordination with Accounting.
Develop compensation roadmaps for how GitLab’s compensation practices will evolve over future fiscal years to remain competitive.
Manage Budget for Promotions and Compensation Review in collaboration with the People Business Partners and GitLab Management.
Development and Execution of Compensation Trainings to ensure team members understand GitLab’s compensation philosophy.
Equity Plan Design
Education regarding equity plans at GitLab in collaboration with Stock Administration to ensure team members understand the potential value of their equity.
Partnership with Sales Compensation on Sales Quota plan design and payouts.
Ensure compliance with all international rules and regulations.
Collaborate with the Total Rewards team on policies, processes, and procedures following the GitLab workflow, with the goal always being to make things easier from the perspective of the team members.
Build business case for compensation iterations based on supporting survey data to present to Total Rewards Leadership and key stakeholders.
Update Total Rewards documentation as appropriate.
Collect GitLab internal data to track trends in functional areas.
Collect external market data to support benefits roadmaps.
Total Rewards Statement Management to be able to report the three pillars of total rewards at the end of each compensation review cycle ensuring the ability to report unvested equity value.
Assist the People Connect group with all compensation related escalated inquires.
Keep it efficient and DRY.

Compensation Partner

Job Grade

The Compensation Partner is a grade 8.

Market Justification: The business need for an individual contributor Compensation Partner role is to have a team member with a high level of expertise in Compensation to be able to advise the business in the Compensation Philiosophy. This team member will collaborate with People Business Partners and leaders to ensure team members fully understand their total rewards package. In the market, there are over 160 organizations that typically have 2 to 3 Compensation Partners.

Responsibilities

Develop compensation strategies and principles.
Development and Execution of Compensation Trainings to ensure team members understand GitLab’s compensation philosophy.
Equity Plan Design
Education regarding equity plans at GitLab in collaboration with Stock Administration to ensure team members understand the potential value of their equity.
Promote an understanding of compensation philosophies, practices and administration across all levels of the organization, including the executive team. Specifically:
- Collaborate with People Business Partners and business leaders regarding compensation philosophy, practices, and programs.
- Collaborate with Talent Aqusition regarding compensation philosophy, practices, and programs. Ensure the recruiting team is educated how to present GitLab’s compensation and overall total rewards strategy.
Ensure compliance with all international rules and regulations.
Collaborate with the Total Rewards team on policies, processes, and procedures following the GitLab workflow, with the goal always being to make things easier from the perspective of the team members.
Keep it efficient and DRY.

Additional Requirements

Experience working with People Business Partners or similar is a business facing role to solve compensation challenges.
Experience working in a public company and exposure to compensation programs at scale.
The ability to present complex models in a simple and clear manner.
Experience leading presentations to executive teams and company-wide audiences.
Experience in Worday preferred.

Manager, Compensation

The responsibilities for a Manager, Compensation will be added at the time of a business need for this role.

Job Grade

The Manager, Compensation is a grade 8.

Leadership

Leadership Requirements

Progressive experience in total rewards with in-depth knowledge of core compensation and job structure concepts and standard methodologies
Experience designing and managing compensation and benefits programs, ideally at rapidly growing, global companies in a relevant industry
Forward thinking, creative, and open-minded with sound technical skills, analytical ability, and seasoned judgment
Comfortable and enthusiastic about working in a fast-paced, high growth, constantly changing, geographically dispersed, transparent environment
Ability to drive consensus and engagement across a wide variety of stakeholders in multiple parts of the business
Data-driven leader with a strong ability to analyze and turn data into insights and action plans aligned with company direction
Excellent verbal and written communication skills, ability to package and present complex analyses and recommendations clearly
Previous experience in both public and startup companies; IPO experience is ideal
Experience preparing for and interacting with the Compensation Committee
Experience working remotely and with remote team members is preferred

Senior Manager, Total Rewards

The responsibilities for a Senior Manager, Total Rewards will be added at the time of a business need for this role.

Job Grade

The Senior Manager, Total Rewards is a grade 9.

Director, Global Compensation

The Director, Global Compensation is a grade 10.

Responsibilities

Develop, manage and execute a comprehensive compensation strategy that aligns with the company’s business goals and ensures it is positioned to attract candidates and motivate and retain current team members
Manage and administer executive compensation programs and prepare for the compensation committee meetings
Manage ongoing employee compensation programs such as annual compensation review cycle, bonus accrual and payout, and equity planning
Continually optimize our job architecture and career pathing framework for both scale and effectiveness in attracting and retaining talent
Serve as Subject Matter Expert in the development of short-term incentive compensation (i.e. bonus and sales commissions plans) and long-term incentive compensation (i.e. equity)
Review current compensation programs and lead the proposal, development, and implementation of necessary changes to align with our global business
Own the communication strategy and create internal compensation branding messaging and trainings to ensure team members understand the components and value of their compensation package
Provide thought leadership to business leaders on compensation issues including new hire packages, performance recognition, incentive plans, retention arrangements and compensation structure
Stay ahead of market trends and develop creative pay practices to ensuring that the organization retains a competitive position in the marketplace
Determine M&A strategy and execution for compensation
Lead and mentor a team of compensation professionals to provide strategic business partnership and support while fostering their own growth and development

Requirements

Progressive experience and demonstrated leadership in designing and managing compensation ideally at rapidly growing, global companies in a relevant industry
Strong understanding of executive compensation; in-depth knowledge of core compensation principles and methodologies
Forward thinking, creative, and open-minded approach with sound technical skills, analytical ability, and seasoned judgment
Comfortable and enthusiastic about working in a fast-paced, high growth, constantly changing, geographically dispersed, transparent environment
Ability to drive consensus and engagement across a wide variety of stakeholders in multiple parts of the business
Data-driven leader with a strong ability to analyze and turn data into insights and action plans aligned with company direction
Excellent verbal and written communication skills, with the ability to package and present complex analyses and recommendations clearly
Previous experience in both public and startup companies
Experience preparing for and interacting with the Compensation Committee
Experience working remotely and managing remote team members is preferred

Director, Executive and Equity Compensation

The Director, Executive and Equity Compensation is a grade 10.

Responsibilities

Lead, implement, and communicate executive and equity compensation philosophies, practices and strategies including base salary, bonuses, long-term incentives, and equity awards
Provide thought leadership to internal partners around industry best practices to motivate and retain top talent globally and serve as a subject matter expert to executives, People partners, and the Compensation Committee
Prepare documentation, present to, and where necessary, guide GitLab’s Compensation Committee
Manage the annual compensation review process for executives
Partner with internal stakeholders to assess and analyze compensation trends, regulations, and market data to inform compensation decisions.
Develop clear and effective communication strategies for compensation programs that impact the GitLab leadership team
Monitor the effectiveness of existing compensation practices, policies, and procedures, making adjustments as necessary to maintain competitiveness
Manage relationships with external consultants

Requirements

Deep and progressive experience designing and managing executive and equity compensation programs, ideally at rapidly growing, global companies in a relevant industry
Previous experience in both public and startup companies
A forward thinking, creative, and open-minded approach with sound technical skills, analytical abilities, and seasoned judgment
Comfortability and enthusiasm about working in a fast-paced, high growth, constantly changing, geographically dispersed, transparent environment
An ability to drive consensus and engagement across a wide variety of stakeholders in multiple parts of the business
A strong ability to analyze and turn data into insights and action plans aligned with company direction
Excellent verbal and written communication skills, ability to package and present complex analyses and recommendations clearly
Experience working remotely and with remote team members is preferred
Experience building and leading a team of Compensation team members
High level of integrity, discretion and professionalism in handling confidential information

Director, Total Rewards

The responsibilities for a Director, Total Rewards will be added at the time of a business need for the role.

Job Grade

The Director, Total Rewards is a grade 10.

Senior Director, Total Rewards

The Senior Director, Total Rewards leads the development and administration of our total rewards strategy and practices to support our culture and growth. This role will serve as a trusted organizational leader to lead strategy development, design, implementation, administration, and governance of all compensation and benefit programs globally. In partnership with the People leadership team and senior business leaders, translate business strategy into scalable and meaningful Total Rewards strategies that are effective in attracting, rewarding and retaining key talent. The Senior Director reports to the VP, Total Rewards and Operations.

Job Grade

The Senior Director, Total Rewards is a grade 11.

Responsibilities

Develop and align the total rewards strategy and roadmap to the goals of the company; ensuring it is positioned to attract candidates and motivate and retain current employees
Lead and develop compensation and benefits team, encouraging ongoing development to keep current on training, practices, trends and compliance matters to provide a high level of expertise to the business.
Research market compensation and benefits data and build creative solutions, ensuring that the organization retains a competitive total rewards position in the marketplace
Serve as Subject Matter Expert in the development of incentive compensation (i.e. annual cash and equity) and other incentive plans (e.g., sales commission), and oversight of benefit plans and plan design
Oversee all annual processes associated with Total Rewards including planning annual compensation review cycles; benefits open enrollment, communications and marketing; equity management, administration and communication.
Plan, develop, and oversee administration of benefit programs
Review current compensation and benefit programs; lead the proposal, development, and implementation of necessary changes to align with our global business
Create internal compensation branding messaging and trainings to ensure employees understand the components and rationale towards total compensation
Continually optimize our job architecture and career pathing framework for both scale and effectiveness in attracting and retaining talent.
Provide thought leadership to business units on compensation issues including new hire packages, performance recognition, incentive plans, retention arrangements and compensation structure
Prepare annual Total Rewards budget, quarterly forecasts, and work with Compensation Committee on recommendations and allocations
In partnership with the People Leadership team and Finance, establish compensation budgets and guidelines for global locations
Own the communications strategy and plan for total rewards, ensuring team members understand all that is offered at GitLab

Career Ladder

The next step in the Total Rewards job family is to move to the VP, Total Rewards and Operations or other People Group leadership positions.

Total Rewards Performance Indicators

Hiring Process

Candidates for Total Rewards 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. To learn more about someone who may be conducting the interview, find their job title on our team page.

Qualified candidates will be invited to schedule a 30 minute screening call with a Recruiting Manager
Next, candidates will be invited to a 45 minute interview with the Hiring Manager.
Then, candidates will be invited to schedule a 45 minute interview with a peer on the People Leadership Team.
Then, candidates may be invited to schedule a 45 minute interview with a People Business Partner.
Final, candidates will be invited to schedule a 50 minute interview with a business leader

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 December 13, 2024: Remove trailing spaces (a4c83fb3)

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