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

• 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

• responsible for end-to-end HR support including compensation, recruitment, and talent development
• provide coaching and support to mid and L2/L3 level leaders
• support multiple groups across the Finance function
• develop strategic recommendations/solutions

Director, Human Resources

• Not posting externally
• Position in the range will vary based on job responsibilities and experience

HR Operations Associate

• 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

• 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

Senior HR Business Partner

• Administer client’s employee leaves of absences, including FMLA, ADA accommodations, state-specific leave programs, military leave, and company-sponsored leaves
• Serve as the primary contact for employees, managers, and client’s regarding leave eligibility, processes, and timelines
• Ensure compliance with federal, state, and local leave laws and regulations
• Coordinate with payroll, benefits, and third-party leave vendors
• Track and maintain leave documentation in leave management system
• Provide timely notices, approvals, denials, and return-to-work communications
• Support the ADA interactive process and coordinate reasonable accommodations
• Maintain confidentiality of sensitive employee and medical information
• Prepare reports and metrics related to leave activity as needed
• Stay current on changes to leave laws and regulations
• Working with the HR Business Partner, assist client’s with employee relations matters, employee handbooks, assessments as needed.

HR & Leave Specialist

• 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

• Lead Human Resources in support of the newly formed Fidelity Wealth Customer Insights and Offerings (CIO) organization
• Develop and execute human capital strategies to help shape the organization and prepare the workforce of the future
• Provide HR services, including recruiting, manager engagement, associate development, and performance management
• Collaborate with Fidelity HR SMEs supporting compensation, benefits, employee relations and HR operations
• Partner closely with business leaders to drive organizational and talent initiatives
• Establish HR practices to ensure scalability, operational efficiency, and growth

Vice President, Human Resources

• Assist with strategic Group HR projects that may include: Development and rollout of a harmonized recruiting process across the group
• Assist with creating Targeted Selection behavioral interview guides for select roles
• Analyze compensation of select roles across the Group and identify opportunities to improve alignment and consistency across the organization
• Compile and build out electronic learning paths on various onboarding, functional and leadership topics
• Conduct daily system audits and reports for accuracy
• Support HR teams with onboarding improvement projects
• Collaborate and assist HR & TA with process improvement, PowerPoint presentations, electronic forms and meeting coordination
• Maintain daily reporting and analytics requirements for training, data integrity, and compliance
• Design brochures and supplemental training site travel materials for various Leadership Development Programs

Human Resources Intern

• 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

• Serve as the go-to HR partner for managers and employees, providing guidance on employee relations, performance concerns, conflict resolution, and policy interpretation.
• Own and evolve core HR programs end-to-end — including performance management cycles, compensation benchmarking, benefits administration, and employee engagement — ensuring they scale with the business.
• Develop, document, and maintain HR policies and processes that reflect current employment law, company values, and the realities of a fully remote, growing organization.
• Drive compliance across federal, state, and local employment regulations as well as international employment requirements, proactively identifying risk areas and implementing solutions before they become issues.
• Partner with leadership to translate business goals into people strategies, providing recommendations on organizational design, workforce planning, and employee development.
• Manage and improve the employee lifecycle from onboarding through offboarding, ensuring a consistent, positive experience at every stage.
• Diagnose people-related challenges through data analysis, manager feedback, and employee engagement signals, then determine the right level of intervention — whether that's a quick conversation or a systemic program change.
• Build organizational capability by developing manager training, employee resources, and self-service documentation that reduce reliance on institutional knowledge.
• Make judgment calls on sensitive HR matters, escalating to the Director of Operations when appropriate but operating with significant autonomy on day-to-day decisions.

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