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

• Perform HR-related duties at a professional level
• Administer and execute human resource programs including compensation, benefits, and leave
• Handle disciplinary matters, disputes, and investigations
• Collaborate with operations managers in employee relations
• Attend disciplinary meetings, terminations, and investigations
• Assist in developing and interpreting personnel policies and procedures
• Ensure compliance with USCIS Form I-9 Employment Eligibility Verification
• Assist with the HR phone line and employee onboarding and terminations
• Support HR projects and initiatives as directed by supervisor
• Complete any other assigned duties

HR Generalist

• The Director of Human Resources provides strategic leadership and oversight of all HR functions in alignment with IRCO’s mission, vision, values and organizational priorities.
• Serve as a strategic advisor to the Executive Director and Executive Leadership Team on workforce planning, organizational design, and workplace culture.
• Translate organizational priorities into scalable strategies that support a linguistically and culturally complex workforce.
• Leverage workforce data and analytics to drive decision-making related to staffing, retention, and organizational effectiveness.
• Oversee org-wide talent strategy, including workforce planning, recruitment, development, and retention.
• Build leadership capacity across the organization through performance management, coaching, and development systems.
• Champion a welcoming, multilingual, and trauma-informed workplace culture that reflects the communities served.
• Provide executive oversight of employee relations strategy, ensuring fair, consistent, and legally sound outcomes.
• Design and oversee internally equitable and competitive compensation and benefits strategies aligned with nonprofit funding realities.
• Ensure effective policies, practices, and systems are in place to mitigate risk and support organizational accountability.

Director of Human Resources

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• 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

• Act as consultant and coach to field leaders.
• Develop workforce plans supporting succession readiness and talent mobility.
• Partner with HR COEs to deliver integrated solutions.
• Track workforce metrics and operational KPIs.
• Translate people initiatives into measurable business outcomes.
• Drive engagement initiatives and employee listening strategies.
• Facilitate leadership development and succession planning.
• Lead investigations and provide proactive risk-based guidance.
• Coach leaders through performance management and employment decisions.
• Partner with Legal on escalated matters.
• Ensure compliance with federal, state, provincial and local laws.
• Support DOL, EEOC and regulatory audit readiness.
• Utilize dashboards to identify workforce trends and risks.
• Conduct compliance reviews with field leaders.
• Monitor turnover, labor utilization and training compliance.
• Develop action plans to reduce organizational risk.
• Align workforce strategies with operational priorities.
• Leverage analytics and KPIs to improve outcomes.
• Drive HRBP operating rhythms and partnership cadences.

Human Resources Business Partner – HRBP

• Provide early and consistent input into large scale HR and/or organizational initiatives
• Work with key stake holders to offer innovative and integrated HR solutions to processes that translate strategy into tactics
• Work with senior leaders to define and design strategic initiatives
• Align HR strategies and practices with organizational strategies
• Lead organizational redesign process in partnership with Organizational Development/Effectiveness team
• Supports the organizational culture of DEIB and promotes our vision to achieve a people first culture
• Communicate policies and procedures to employees
• Anticipate and prevent future problems, taking initiative within role
• Anticipate leadership gaps and build action plans to address
• Understand business level metrics, use data to forecast current and future needs
• Collaborate with the Learning & Talent/Organizational Development team to curate resources and opportunities that develop common competencies and skills
• Help leaders understand and action plan around Employee Engagement Survey
• Act as coach and lead teams through change
• Lead and support client areas to achieve key Diversity & Inclusion metrics
• Partner with Talent Acquisition (TA) on department Workforce Planning
• Participate in recruitment planning and process for roles at the Management level and above
• Drive engagement initiatives and understand benefit and wellness plans
• Lead compensation change initiatives with customers
• Partner with Compensation team to resolve concerns brought forward by the organization
• Lead work around reorganizations, reclassifications, job description reviews, resolves issues, and communicate changes to leaders
• Partner with Advice and Counsel Center (ACC) on performance and departure issues

HR Business Partner

• Designs, develops, maintains, and administers compensation programs, systems and processes (job descriptions, pay structures, geographic tiers, etc.) with a focus on hourly production and maintenance jobs
• Analyzes job duties and responsibilities and provides internal consulting services on pay, job design and classification in individual, business and regulatory matters
• Conducts analyses to evaluate pay compression and competitiveness to market
• Leads ad hoc project teams
• Communicates with, educates and trains customers on compensation and classification matters
• Consults and collaborates with other HR groups to help educate and train HR and Business leaders on compensation and pay matter
• Identifies requirements, obtains data, performs analysis and creates presentations and business cases that identify issues and solutions
• Influences development of Global Compensation strategic policy and program design
• Leads the response to salary surveys, requests for data and audits from regulatory agencies like Department of Defense (DoD), Bureau of Labor Statistics (BLS) and the Defense Contract Audit Agency (DCAA) regarding production and maintenance affairs
• Leads salary survey benchmarking validation, including Service Contract Act (SCA) needs

Compensation Specialist – Senior

• Serve as a trusted HR advisor to managers, employees, and union partners
• Manage recruitment, employee relations, performance management, and leaves
• Conduct investigations on personnel matters and provide HR consultation

Senior Human Resources Analyst

• 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

• Provide a full range of HR management and personnel administration services to BOLI managers and employees, including guidance on collective bargaining agreements, federal and state personnel laws, rules, and policies.
• Review, monitor, and administer personnel actions to ensure compliance with state rules, collective bargaining agreements, and agency policies related to recruitment, hiring, classification, compensation, employee leaves, and employment status.
• Evaluate and develop personnel policy concepts; draft and revise agency policies to reflect new or updated contract language and legal requirements.
• Conduct organizational and staffing assessments; analyze reporting relationships and position allocations; conduct desk audits; prepare classification analyses; and support divisions with Permanent Finance Package requests.
• Advise and coach managers on corrective counseling and progressive discipline; work collaboratively with supervisors, employees, and union representatives to resolve workplace issues and grievances.
• Conduct and coordinate investigations into misconduct, policy violations, discrimination, harassment, or other unlawful employment practices; prepare investigative reports, disciplinary recommendations, grievance responses, and related documentation.
• Investigate external discrimination complaints (e.g., BOLI and EEOC); prepare position statements; and represent the agency in investigations or hearings when needed.
• Support recruitment and workforce development by advising on outreach strategies, diversity goals, recruitment procedures, examination criteria, and selection processes; may serve on interview panels.
• Participate in new employee and manager orientation; design and deliver training on HR topics that support effective leadership, communication, and employee performance.
• Demonstrate professionalism, maintain strict confidentiality, promote a respectful and inclusive environment, and uphold BOLI’s DEI values.

Senior HR Business Partner – Job Rotation

• Serve as the organization's frontline expert on all matters relating to positive employee relations, organizing campaign responses, collective bargaining, and ongoing union contract administration.
• Responsible for developing and executing proactive labor strategies.
• Provide Human Resources Business Partner support to assigned Operations sites including but not limited to represented labor sites.
• Partner with legal and outside labor counsel to develop and implement positive employee relations strategies.
• Lead the Company’s response to union organizing campaigns from initial detection through NLRB election.
• Develop and deliver supervisory training on recognizing early signs of organizing, lawful response techniques, and maintaining a positive work environment that reduces union appeal.
• Conduct vulnerability assessments at non-union sites to identify employee relations gaps, climate risks, and potential grievances before they become organizing triggers.
• Draft and deliver legally compliant campaign communications including captive audience talking points, one-on-one conversation guides, letters from leadership, and Q&A documents.
• Manage third-party consultants; coordinate rapid-response teams for representation petitions filed with the NLRB.
• Track, analyze, and report on organizing activity trends across the industry and within competitor companies to inform proactive strategy.

Labor Relations – HR Director

• Perform eligibility determinations, redeterminations, periodic reviews, and updates to changes for Oregon Department of Human Services (ODHS), Oregon Health Authority (OHA), and Department of Early Learning and Care (DELC) programs including SNAP, medical benefits, Medicaid Long-Term Care Financial Eligibility Benefits, Medicare Savings Plans, Employment Related Day Care, Temporary Assistance for Needy Families, Temporary Assistance for Domestic Violence Survivors, Able Bodied Adults without Dependents, and other cash benefits.
• Monitor and maintain all active ABAWD cases across the state to ensure recipients meet the work requirements.
• Conduct phone or in-person interviews for Oregonians, collecting household details, current income, current resources, and other applicant information.
• Process data in a timely manner to ensure delivery of benefits and services.
• Ensure that service delivery is provided in a culturally competent way; provide communication to Oregonians in their preferred language/format.

Eligibility Worker – Public Benefits Specialist, English/Chuukese Bilingual Required

• Review, analyze, and process transactions within DTNA’s Human Resources Information System (HRIS), Workday
• Monitor and maintain, with a customer service mindset, DTNA’s Workforce Administration pool email
• Provide process guidance to OPT departments that interface with DTNA’s HRIS system
• Maintain a customer service mindset while managing shared e-mail box inquiries
• Provide feedback on core HR processes to help identify process improvements
• Maintain employee service dates, union seniority dates, step progression dates, etc.
• Responsible for DTNA's time off policy
• Perform workforce audits and identify required corrections to ensure data accuracy
• Partner with Daimler Global Org to support consistency between local and global HR systems

HR Operations Specialist I

• 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

• Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams.
• Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations.
• Prepare and guide leaders through performance and development discussions and follow-ups.
• Support new leader onboarding and reinforce consistent people leadership practices.
• Manage moderate complexity employee relations matters.
• Conduct fact-finding and document information in alignment with standard practices.
• Identify trends early and elevate patterns or risk scenarios appropriately.
• Partner with leaders to ensure actions are fair, timely, and consistent.
• Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings.
• Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs.
• Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans.
• Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations.
• Ensure consistent HR guidance across assigned region or business group.
• Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience.
• Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness.
• Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans.
• Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group.
• Typically supports multiple locations, practice operations teams, and/or shared services groups across multiple states.
• Independently owns moderate-complexity employee relations and performance support cases; escalates high-risk or high-complexity matters as needed.
• Operate independently while maintaining strong alignment with HRBP peers and leadership to ensure consistent practices across the organization.
• May contribute to cross-functional project work aligned to operational needs, capacity, and readiness.

• Collaborate with business leaders to develop and execute HR strategy supporting business goals
• Provide 1:1 coaching to senior leaders and mentor employees at all levels
• Lead through the talent lifecycle including workforce planning, hiring, succession planning, talent reviews, etc.
• Support organizational change, assess team effectiveness, and promote high-performance culture
• Monitor organizational health, engage with employees, and resolve HR issues
• Coach and mentor HR Business Partner team members
• Use analytics to assess talent health and develop talent plans
• Ensure adherence to HR policies while modeling company values and promoting inclusive workplace

HR Manager – Foundry Enabling

• 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 subject matter expertise to consult on compensation strategy and design including incentive plans design
• Conduct benchmarking
• Analyze metrics and consult on incentive design (market comparison, cost commitment, and annual spend)
• Responsible for partnering with other stakeholders to critically evaluate compensation programs to improve business results and recommending plan revisions
• Participate in the design and development of annual incentive plans during Boeing’s annual compensation review

Senior Compensation Specialist

• Provide subject matter expertise to consult on compensation strategy and design including incentive plans design
• Conduct benchmarking.
• Analyze metrics and consult on incentive design (market comparison, cost commitment, and annual spend)
• Responsible for partnering with other stakeholders to critically evaluate compensation programs to improve business results and recommending plan revisions
• Participate in the design and development of annual incentive plans during Boeing’s annual compensation review

See all jobs on JobTailor

Director, HR Business Partnership

HR Generalist

Director of Human Resources

HR Services Advisor

Associate HR Business Partner

Human Resources Business Partner – HRBP

HR Business Partner

Compensation Specialist – Senior

Senior Human Resources Analyst

HR Business Partner

Senior HR Business Partner – Job Rotation

Labor Relations – HR Director

Eligibility Worker – Public Benefits Specialist, English/Chuukese Bilingual Required

HR Operations Specialist I

Senior HR Business Partner

HR Business Partner

HR Manager – Foundry Enabling

Human Resources Specialist

Senior Compensation Specialist

Senior Compensation Specialist