Lead Talent Management Partner

An overview of this role

As the Lead Talent Management Partner at GitLab, you'll own one of the organization's most critical transformations - redesigning performance management and strategic talent planning from the ground up. This is a rare greenfield opportunity to architect something that doesn't exist yet: a modern, AI-native talent system that meets people in their flow of work, gives leaders real-time insights about their teams, and replaces process-heavy experiences with something people actually want to engage with. You'll work at the intersection of people strategy, technology, and organizational change to design the solutions and drive adoption. If you bring a product mindset to people problems, get energized by ambiguity, and believe a company’s talent infrastructure should feel as intuitive as the best tools people use every day, this role was built for you.

What you’ll do

• Serve as the architect of the performance management and talent planning redesign initiative, applying a product mindset to build and own a roadmap that reimagines the full talent lifecycle (i.e. goal-setting, feedback, check-ins, performance reviews, succession planning, and development).
• Partner with People Technology to translate that vision into scalable technology execution - defining requirements, validating design, supporting configuration and UAT, and identifying tools that leverage AI and embed talent processes into how people already work (e.g. slack integrations).
• Lead project management of initiative - tracking milestones and dependencies, managing risks, and ensuring workstreams stay aligned and on schedule.
• Build feedback loops that give team members regular visibility into their progress and give managers the insight they need to coach, develop, and differentiate their teams with confidence.
• Design and deliver enablement that drives adoption - including change management plans, manager toolkits, training, communications, and office hours - creating a consistent, low-friction experience for team members and managers.
• Consult and partner with People Business Partners, Division leaders, and DIB partners to ensure programs are practical, adopted, and aligned to business needs across a globally distributed organization.
• Build succession planning, talent identification, and skills-based frameworks that strengthen leadership pipelines, deepen diversity, and improve internal mobility.
• Partner with People Analytics