Human Resources

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Serve as the primary day-to-day HR point of contact for business leaders, Directors, and front-line managers across the Rentals organization
• Execute high-impact coaching and consultation for senior leaders and managers on complex performance management, organizational development, and leadership capabilities
• Proactively design and implement scalable, strategic HR programs and solutions that drive business outcomes and organizational effectiveness across the full Rentals portfolio
• Provide strategic guidance on organizational design, workforce planning, performance management, and compliance;
• Conduct investigations of workplace policy violations with guidance from the HR Director.
• Partner with Rentals leaders and the broader people team to develop and execute unified HR strategies that champion growth, innovation, and organizational effectiveness
• Assess human resources needs across your Rentals client groups
• Support the communication, rollout, and execution of cyclical HR programs and initiatives for your client groups
• Leverage data and feedback to identify trends and recommend actions to improve team health, retention, and performance across the Rentals organization

Senior HR Business Partner

• Supplementation of HRM staff with HRM Specialist-related support, including Personnel Staffing for SES and political appointee programs
• Reviewing pre-employment requirements and related staffing support
• Provides administrative and records management support for CBP's SES recruitment and staffing programs within the Executive Services Division
• Support the accurate and accountable management of SES applicant files, data entry, and statistical reporting
• Record and file application materials for SES applicants
• Maintain vacancy announcement and applicant files for accountability, integrity, and records administration
• Process incoming SES applicant packages; track receipts and maintain files
• Provide application status updates as requested by the Government
• Compile and prepare application reports and documents pertaining to applicant status
• Maintain records and files of work and revisions
• Perform data entry and electronic record management in support of EXSD operations
• Gather and compile data for statistical reports as directed by the Government
• Identify themselves as a Contractor in all communications, meetings, and correspondence
• Complete and comply with all required NDAs, security awareness, and privacy training

Junior Human Resources Specialist

• Supplementation of HRM staff with HRM Specialist-related support, including Personnel Staffing for SES and political appointee programs
• Reviewing pre-employment requirements and related staffing support
• Providing Records Management / Retention: SES applicant records, vacancy files, and tracking
• Comprehensive HR operational and administrative support for CBP's SES staffing programs
• Record and file application materials for SES applicants
• Maintain vacancy announcement and applicant files for accountability, integrity, and records administration
• Process incoming SES applicant packages; track receipts and maintain files
• Provide application status updates as requested by the Government
• Compile and prepare application reports and documents pertaining to applicant status
• Maintain records and files of work and revisions
• Support the Executive Services Staff with SES pre-employment requirements
• Prepare and submit Monthly Status Reports and Monthly Verification Reports to the COR by the 10th calendar day of each month
• Submit invoices electronically via IPP by the 10th business day of each month for prior month services
• Maintain and support the Quality Control / Assurance Plan throughout the period of performance
• Support transition in / transition out activities including transfer of documentation, GFE, and keys/fobs/PIV cards
• Identify themselves as a Contractor in all communications, meetings, and correspondence
• Complete and comply with all required NDAs, security awareness, and privacy training

Senior Human Resources Specialist

• Serve as a Subject Matter Expert (SME) supporting Human Capital activities, advising stakeholders and assisting with issue resolution and process improvement.
• Support HR operations using Federal HR and related systems for accurate case processing, tracking, and documentation.
• Utilize NFC personnel and payroll provider systems as needed for support actions and coordination.

Human Resources Specialist

• Provide consultative, project-based and hands-on support to Regional Account Leadership and team members
• Partner with leaders and HR Leadership on key talent initiatives and projects
• Work closely with business, HR leaders, and COE partners to build or integrate existing tools for leadership development
• Participate in select interviews to assess internal and external candidates for key roles
• Collaborate with HR leadership, compensation team and on key compensation initiatives
• Support Diversity, Equity, and Inclusion initiatives
• Proactively anticipate opportunities or issues and develop innovative solutions
• Provide counsel for managers and supervisors on employee relations issues
• Conduct on-site internal investigations involving employment incidents

Senior HR Generalist

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Spot capability gaps and facilitate sessions
• Help maintain a strong, inclusive culture across a remote workforce
• Contribute to culture initiatives

HR Business Partner

• Coordinate full-cycle recruitment processes including job postings, resume screening, interview scheduling, and candidate communications
• Lead onboarding and offboarding processes, including documentation, orientation coordination, asset management, and systems access
• Maintain accurate employee records and HR documentation in compliance with federal, DC, and multi-state employment laws
• Support employee lifecycle processes including status changes, separations, and benefits continuation or termination administration
• Help improve HR processes, workflows, and employee communications
• Manage team meeting logistics, shared mailboxes, and VoIP phone system
• Partner with leadership to coordinate performance review cycles and employee development initiatives
• Support programs and initiatives that strengthen employee engagement and workplace culture
• Coordinate employee recognition activities, team-building initiatives, and organizational events
• Manage annual benefits renewals, open enrollment processes, and employee benefits communications
• Administer health, dental, vision, life, AD&D, COBRA, and 403(b) retirement programs
• Ensure compliance with benefits-related regulations, including annual PCORI filings and reporting requirements
• Serve as the primary point of contact for employee benefits questions and issue resolution
• Process semi-monthly payroll accurately and on schedule
• Ensure compliance with payroll tax regulations, unemployment insurance requirements, wage and hour laws, and applicable labor standards
• Maintain payroll records and coordinate with finance and external vendors as needed
• Handle mail sorting, purchasing of occasional office supplies and other administrative duties as assigned.

Human Resources Manager

• Collaborate with I/O psychologists and policy teams to integrate validated competencies and skills into classification and qualification standards for series and other occupational groups.
• Translate competency models into updated classification structures, including job titles, levels of work, and critical responsibilities, in alignment with the Federal Workforce Competency Initiative (FWCI) and other public/private sector frameworks
• Support the development and implementation of competency-based qualification standards, ensuring that minimum qualifications are tied to measurable skills and proficiency
• Align classification and qualification policy with assessment policy by: Ensuring that all minimum qualifications are assessable and linked to validated assessments. Coordinating with assessment policy experts to ensure consistency across hiring and workforce planning practices.
• Assist in creating a skills matrix or framework that aligns general and technical competencies with job roles and levels, aiding both talent acquisition and talent management.
• Assist in the creation and refinement of agency-facing tools and guidance, including: Job description templates aligned with new classification Implementation guidance for the Assessment Decision Tool (ADT) and other assessment Policy updates and training materials to support agency adoption of SBH practices.
• Participate in the pilot implementation of SBH for the 2210 series, including feedback loops, stakeholder engagement, and iterative policy
• Support the adaptation and scaling of SBH policies and tools to other job series across the federal workforce, leveraging lessons learned from the IT Management pilot.

Employee Classifier, HR Specialist

• Be the go-to HR partner for leaders across the business
• Own employee relations from start to finish
• Coach managers and leaders on feedback and performance
• Help maintain inclusive culture across remote workforce

• Manage and maintain employee benefits programs, including enrollment, updates, and employee support
• Serve as the primary point of contact for employee benefits questions and issue resolution
• Facilitate and track employee performance review cycles, including coordination with managers and leadership
• Support employee relations by managing complaints, documenting issues, and assisting with resolution processes
• Develop and implement a structured training cadence for staff across the organization
• Coordinate, schedule, and track completion of required and professional development trainings
• Provide guidance and advice to management on HR policies, procedures, and best practices
• Track extended leave requests (e.g., FMLA, medical, and other leave types) and maintain accurate records
• Coordinate with accounting and finance teams to ensure payroll accuracy for employees on leave or with status changes
• Maintain HR records, documentation, and reporting systems to ensure compliance and audit readiness
• Identify opportunities to improve HR processes and recommend solutions to enhance efficiency and employee experience
• Provide general HR and administrative support as needed
• Other duties as assigned

Human Resource Specialist

• Provides advice and council in general associate relations issues
• Effectively executes human resources programs that support the business
• Assists with leadership & associate development as well as performance management
• Acts as Associate Advocate, stays closely connected with client groups in the field

HR Manager – Services

• Provide entry-level administrative support for employee benefit programs across the United States and Canada
• Administer weekly U.S. 401(k) payroll contribution files
• Reconcile benefit vendor billing and invoices
• Track, administer, and maintain accurate records for employee leaves of absence
• Maintain and audit employee benefit data between HRIS, payroll, and benefits administration systems
• Assist with daily administration of benefit plans
• Partner with HR Shared Services to support employee benefit inquiries

HR Benefits Coordinator

• End-to-End People Operations: Design and manage all people-related processes, including payroll oversight, benefits administration, and compliance across different jurisdictions, ensuring a seamless experience for a fully remote team.
• Scalable Talent Acquisition: Lead the full recruitment cycle with a focus on revenue-driving roles (Sales, Product, Customer Success). You will build the sourcing machine that identifies top-tier talent while keeping the hiring bar exceptionally high.
• Performance & OKRs: Own the performance management system. Ensure OKRs are not just a document, but a living system that aligns individual output with our 5x growth targets.
• Culture & Engagement: Act as the guardian of the AltCode. Develop initiatives that foster a culture of ownership, accountability, and radical transparency in a remote-first environment.
• Onboarding & Employee Experience: Design a world-class onboarding journey that integrates new hires into our high-performance operating system from day one.
• Talent Development: Identify skill gaps and implement lean development programs (mentorship, peer-to-peer learning) that prepare our internal talent for leadership roles as we scale.
• Data & Analytics: Treat People Ops like a product. Track and report on key metrics (eNPS, retention, time-to-hire, cost-per-hire) to provide the executive team with actionable insights.
• Legal & Compliance: Ensure all people practices are compliant with local regulations in the markets where we operate, managing contracts and administrative documentation with precision.

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