Carlie Russell

Manager, People Business Partner at GitLab supporting the Go-To-Market organization, partnering with the Chief Revenue Officer, Chief Customer Officer and 4 VPs across a client group of over 300 team members globally. Brings a programmatic, data-driven approach to talent programs, organizational change, and business partnership that has made me a trusted advisor across the Go-To-Market organization. - Designed and launched the Individual Growth Plan (IGP) process in Workday — collaborating cross-functionally with People Tech and L&D to iterate on the form, build the workflow, and execute the launch plan; resulted in 133 IGPs created within the first month and nearly 500 within the first quarter - Led mid-year talent assessment and 360 feedback process for GitLab in FY24, including iterating on feedback questions to better align with values, extending the feedback window for global participation, and tracking lessons learned for future cycles. - Drove change management for a shift in strategy in Customer Success, including communication and timeline tracker, redundancy decision framework, and a proactive legal engagement approach that became a template for future organizational changes. - Created and owned the headcount redeployment process for the CRO organization, replacing ad hoc Slack-based coordination with a structured, transparent process that improved cross-functional alignment across recruiting, strategy, and sales leadership -Developed an in-person High Performing Teams(HPT) workshop for the Partner organization in partnership with L&D, setting the foundation for team evolution and driving deeper engagement with Diversity, Inclusion and Belonging initiatives including the Sales Sponsorship Program. - Partnered with the sales commissions team to iterate on the leave of absence commissions policy, translating complex commission practices into clear team member guidance and resolving a longstanding pain point for both team members and the LOA team

Senior People Business Partner at GitLab supporting the Go-To-Market organization, serving as a strategic advisor to CRO and 4 VPs on talent strategy, organizational effectiveness, and people programs that directly impact business outcomes. Known for deep client partnerships, analytical rigor, and the ability to connect people strategy to business priorities — earning a trusted seat at the table with finance, strategy, and executive leadership in a fast-moving, all-remote environment. - Led the annual employee engagement survey as PBP lead for the CRO division, driving participation, revising the survey approach, and building a structured action plan framework with measurable outcomes across functions — including geography- and diversity action plans - Program managed a culture and values elevation workshop (High-Performing Teams (HPT)) across all CRO functions in partnership with Talent Management and L&D, pivoting the company-wide format from introductory workshops to an action-oriented, data-driven approach tied directly to engagement action plans and strategic initiatives -Owned organizational design and transformation across the Partner/Ecosystems organization through several leadership transitions — including new role and job family creation, benchmarking improvements, compensation framework updates, and improved diversity representation -Partnered with analytics and strategy teams to build out sales-specific people dashboards and year-over-year attrition reporting, becoming the recognized go-to people partner for analytical and process-oriented challenges across the CRO organization -Served as key support and thought partner during my manager's maternity leave, providing continuity of PBP coverage and supporting an expanded interim structure across the GTM organization.

Wisk is an urban air-mobility company dedicated to delivering safe everyday flight for everyone. Wisk was established in 2019 as a joint venture between The Boeing Company and Kitty Hawk Corporation, two leaders in aviation who are shaping the future of mobility. The Cora team once part of Kitty Hawk, is now the foundation of Wisk. As Wisk's first Sr. People Partner and functional lead within the People team, I focus on streamlining operations within the People function and supporting our leaders in developing a robust people strategy. Oversee all HR functions from an employee's first day at Wisk to their last. - Partner with the finance organization on budgeting and forecasting for the People function and headcount planning for the organization - Lead all People Programs and strategies at Wisk: onboarding, compensation programs, performance reviews, employee experience surveys, culture development programs, training and development, total rewards updates, employee resource groups, and HR Systems. - Establish consistent and scalable programs to allow for rapid business growth and to attract and retain great talent. Reduced voluntary attrition to 10% and grew the organization by 36% in one year: streamlined offer process, aligned leveling framework, career development framework, new compensation programs for bonus and long-term incentives, new manager training programs, training and development for technical leads, improved employee onboarding experience, and robust contingent workforce management programs. - Serve as lead on COVID-19 strategy and response among the shift in working norms and employee expectations during the global pandemic; lead Wisk through policy development, implementation and a re-opening our offices.

-Review and evaluate companies applying for Great Place to Work’s 50 Best Small and Medium-size Companies to Work For and 100 Best Companies to Work For lists, each published in Fortune Magazine (2016, 2017, 2018, and 2019 publications). -Maintain an understanding regarding business best practices and demonstrate the ability to distinguish standard benefits from extraordinary employment practices. -Demonstrate critical thinking and analysis skills to apply the Great Place to Work evaluation methodology in order to evaluate and synthesize hundreds of pages of qualitative and quantitative information. -Collaborate with fellow Best Companies Evaluators and Coaches to ensure that information submitted is true and evaluations are validated.

-Serve as a human resources partner to Varian’s youngest and fastest growing business unit, Varian Particle Therapy, with emphasis on local support for North America with global coordination of key HR programs. -Support the Vice President/General Manager on organizational initiatives including talent development, employee engagement, and organizational communications. -Partner with three VP's and five Sr. Directors on all strategic HR initiatives such as employee engagement, performance management, strategics planning, and organizational development. -Manage change management initiatives including process improvement, talent reorganization, and cost reductions measures for two business groups to improve employee experience, promote product reputation, and create synergies. -Collaborate with HR subarea specialists to develop business centered programs increasing employee engagement and driving double digit growth, year over year. Programs created and implemented include broadened incentive programs, goal setting training, effective hiring practices, and process improvement action committees. -Partner with and coach line managers on business strategy and execution including strategic planning, high potential development plans, workforce planning, salary planning, and turnover trend tracking and analysis. -Coordinate with country specific HR Partners to ensure compliance and execution of personnel strategy and business goals. -Serve on committees for HR specific programs such as development and deployment of HR policies, location specific Diversity & Inclusion programs, process improvements for talent management system (Success Factors), and employee engagement survey development and launch. -Develop and conduct training for employees at all levels in the organization: Becoming a Career Self-Manager, Accepting Bias, Hiring for the Future, Goal Setting, Setting Performance Expectations, Pay-For-Performance Culture, Managing Through Change.

-Enhanced and streamlined the training suite and supporting website for Varian's performance management program and tool (SuccessFactors) to reach targeted and broad employee and manager audiences. -Implemented process improvements for the launch and maintenance of global talent acquisition programs including a new digital employee offer process and Varian's revitalized Employee Referral Program. -Engaged and Managed third party vendors to ensure new programs and materials transcend cultures, translate appropriately, and remain relevant. -Developed and executed the U.S. Summer Intern Program consisting of 50+ interns, managing eight events for interns, managers, and executive leaders. -Analyzed data regarding staffing activities to identify trends in hiring and assist in affirmative action planning. -Streamlined content to create a global recruiting and on-boarding process. -Managed Varian's LinkedIn page to promote the company and attract potential candidates.

-Coordinated and assisted in conducting campus wide surveys and evaluations by distributing surveys and ensuring the reliability and validity of the data collected from over 15,000 students -Scanned, collected, and recorded data regarding student resources, teacher evaluations, and campus programs. -Processed and analyzed data utilizing various computer programs such as Scan Book, SPSS, and Excel.

-Conducted recruitment and selection activities for Orientation Leaders. -Coordinated and assisted professional staff with the improvement and facilitation of training programs for Orientation Leaders. Tasks included the creation of supplemental materials and handouts as well as the development of new training units. -Served as the coordinator for an assigned core group of Orientation Leaders (approx. 20). Duties included providing feedback, addressing concerns/issues with their performance, providing oversight of the completion of tasks, and serving as a resource for the Orientation Leaders. -Assisted the professional staff and other staff members in monitoring the performance of Orientation Leaders during the orientation program. -Ensured the success of specific portions of the program by conducting presentations in front of groups of approximately 800 people.

-Cultivated a friendly shopping environment by assisting with customer needs. -Collaborated with team members to maintain store quality and cleanliness.

-Served as a campus leader and role model throughout the orientation program by interacting with students, family members, staff, and faculty. -Assisted over 4000 student in their orientation to UCR, and provided resources and information about UCR to approximately 2500 family members.

Thesis: The moderating effects of perceived organizational support and perceived supervisor support on the relationship between teamwork behaviors and affective commitment.

Minor in Business Administration