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

• Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives.
• Drive talents plans aligned with and provide input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.
• Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization.
• Use data and analytics to drive talent discussions and influence the organization.
• Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.
• Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate.

Director, HR Business Partner – Technology

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Provide day-to-day senior-level HR business partner support for the NECI business unit.
• Build strong relationships with business leaders and serve as a trusted advisor.
• Attend leadership and management team meetings, conduct regular 1:1s with leaders.
• Provide practical guidance on organizational design, workforce planning, and business changes.
• Coach leaders and managers in real time and through structured development.
• Facilitate talent reviews, succession planning, and career discussions.
• Personally lead employee relations matters and provide guidance on coaching and workplace concerns.
• Own end-to-end execution of key HR programs and annual processes.

Lead HR Business Partner

• Manage job board listings, employee hiring, and onboarding paperwork
• Counsel management and staff on HR policies and procedures to establish best practices and create a positive work environment
• Implement training or development plans for employees in many different roles
• Update employee records, record data changes, and maintain good records
• Handle document and information audits, as required
• Maintain a high level of integrity and confidentiality

Human Resources Specialist

• Provide consultative guidance on policies, performance management, and disciplinary issues.
• Assist managers and employees in addressing performance and misconduct concerns by providing HR consultation on the performance management process, interpersonal issues, ethics matters, and terminations.
• Exchange pertinent information and expertise with Legal, Leave and Disability, Corporate Investigations, Compliance and Security on a timely basis to facilitate the success of client and organizational needs.
• Upskill managers on coaching techniques and equip them to have difficult conversations.
• Conduct investigative interviews regarding performance concerns and allegations of minor types of misconduct.
• Manage case volumes received through the ServiceNow portal.
• Identify and escalate trends to ER leadership.
• Support ER team members with investigations stemming from complaints and allegations related to discrimination, unfair treatment, sexual harassment, and retaliation.
• Respond to Unemployment Insurance Hearing cases.
• Assist ER leadership with reporting and project work as assigned.
• Assists in the creation of training modules and educational tools on topics related to Employee Relations, including harassment, performance management, and management of time off.

Employee Relations Consultant

• Analyze HR data related to staffing, compensation, payroll, and workforce trends in healthcare environments
• Prepare regular and ad-hoc reports to support HR and business decision-making
• Maintain data accuracy across HRIS, payroll, and cloud-based platforms
• Collaborate with healthcare professionals and leadership teams, including CEOs and senior administrators of medical facilities
• Support HR initiatives and reporting related to hospitals, clinics, and medical service organizations
• Participate in and support medical conferences, workshops, and professional healthcare events, including coordination and follow-up
• Manage inbound and outbound calls with clients, healthcare facilities, and executive leadership
• Act as a main HR point of contact for medical organizations and external partners
• Communicate professionally and effectively with C-level executives and senior stakeholders
• Use and support cloud-based HR and payroll applications
• Assist with system updates, user access management, data uploads, and integrations
• Troubleshoot HR system issues and coordinate with internal IT teams or external vendors
• Manage and support payroll systems, ensuring accurate and timely processing
• Support compliance with federal, state, and healthcare-related labor regulations
• Maintain confidentiality of sensitive employee, payroll, and healthcare-affiliated data

Human Resources Analyst – Healthcare, Cloud Systems

• 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

• Maintaining up-to-date employment records in the HRIS systems and personnel files
• Providing responsive, thorough, and appropriate Human Resources support to staff
• Assisting with compliance requirements by consistently and accurately maintaining records in accordance with applicable rules and systems
• Acting as an administrator for Pine Tree’s retirement plan
• Assisting Finance/HR Director and hiring managers with hiring and onboarding
• Maintaining up-to-date benefits administration, including employee enrollments and changes
• Assisting with updating and maintaining employee policies
• Assisting the Finance/HR Director in the implementation and maintenance of personnel management systems and processes

Human Resources Coordinator

• Partner strategically with senior executives and business leaders as a trusted advisor
• Lead, mentor, and coach HRBPs
• Develop and enhance innovative HR programs and processes
• Champion initiatives to improve employee engagement, retention, team development, and organizational culture
• Ensure consistent application of employee relations practices
• Strengthen the organization's change management capabilities
• Partner with senior leaders on organizational design
• Participate in organizational and HR strategic planning
• Travel as necessary to support effective HR service delivery
• Champion the use of HR data and analytics to identify trends

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