Senior People Business Partner, Product & Marketing

GitLab

8d•$115,000 - $194,000•Remote

About The Position

As the Senior People Business Partner (PBP), Product & Marketing, you'll be a strategic business partner to several senior level leaders on the Product and Marketing leadership team, helping them build, develop, and lead high-performing teams. In a fast-moving, innovation-driven environment, senior leaders need a partner who can be trusted with ambiguity. You'll bring that — along with deep experience across talent management, performance, and organizational effectiveness.

Requirements

Proven track record as a People Business Partner to senior leaders up to the VP level in fast-paced tech environments of comparable size and complexity, with the EQ, judgment, and confidence to build trusted, credible relationships with VP-level stakeholders from day one and influence decision-making with clear, data-informed guidance.
Solid grounding across core HR domains — performance and talent management, employee relations, organizational effectiveness, and compensation — with the ability to apply them in a Product and Marketing setting.
Demonstrated ability to execute People programs end to end (e.g. talent assessments, calibrations, compensation reviews), with strong attention to detail and a comfort using people data to surface trends and shape recommendations.
Experience supporting globally distributed teams across multiple regions and time zones, with familiarity navigating regional processes such as those in EMEA.
Comfort operating through change and ambiguity, moving fluidly between strategic input and hands-on execution, with strong communication skills for collaborating asynchronously and cross-functionally with Talent Acquisition, Total Rewards, and other People teams.

Responsibilities

Partner directly with senior leaders to understand business priorities and translate them into actionable people strategies.
Serve as a trusted advisor on organizational design, workforce planning, and leadership development.
Lead full-cycle talent review processes — including succession planning, calibration, promotion cycles, and compensation reviews — ensuring the organization has the leadership depth and critical skills needed to execute its long-term roadmap.
Partner with Talent Acquisition, Total Rewards, Talent Management & Development and other functions to deliver a seamless, consistent employee experience.
Bring people analytics to leadership, providing clear visibility into organizational health, including capability gaps, leadership effectiveness, and critical talent retention, while also translating those insights into strategic recommendations that drive performance and decision-making.