Human Resources

• Provides leadership and oversight to team
• Manages and provides expert advice on colleague relations issues
• Maintains appropriate logs and tracks Colleague Relations activity
• Leads projects to enhance Colleague Relations
• Facilitates onboarding of new team members
• Identifies gaps and provides training opportunities for direct reports

Senior Manager, Employee Relations Advisors

• 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

• Define the strategy and approach for HR process architecture aligned with CVSH objectives; ensure processes are designed end-to-end rather than in functional silos
• Partner closely with the HR Strategy & Transformation team and applicable business strategy teams to translate enterprise HR strategy and transformation priorities into concrete process architecture, AI enablement, and delivery roadmaps
• Serve as the process architecture lead on HR transformation programs — shaping target operating models, future-state process designs, and AI/automation blueprints that underpin strategic change
• Proactively identify areas for improvement and innovation within HR functions; identify, evaluate, and embed AI, automation, and agentic workflow opportunities across HR processes in partnership with the business, IT, and COE leaders
• Lead process and AI workstreams on transformations (HCM, service model changes, M&A), connecting strategy to execution end-to-end in partnership with the HR Product Experience Lead and applicable product owners
• Evaluate and recommend how HR capabilities and services should be delivered by leading buy, build, or automate analyses, and determine where outsourcing or strategic partnerships are appropriate; Guide process redesign to align with the selected delivery model
• Lead the execution of a harmonized strategy for end-to-end processes including associated policies and technologies (i.e., Workday/ServiceNow/AI)
• Identify necessary resources (people, capital, AI tools); assess opportunities against business objectives and determine creative means to implement new and innovative technical and process-based solutions
• Be accountable for and drive process transformation; make key decisions related to the process, including target setting, process performance management, and financial management with a focus on reducing process costs, increasing efficiency through AI or automation, and maximizing investment returns
• Serve as the authoritative voice on how HR processes should operate enterprise-wide, balancing standardization with legitimate local or business-unit variation
• Build, own, and deliver the enterprise HR continuous improvement (CI) roadmap, prioritized against business value, risk, and colleague experience impact
• Lead Lean, Six Sigma, and design-thinking initiatives to reduce cycle times, eliminate defects and rework, and improve service quality
• Build HR's internal CI capability, coaching HRBPs, COEs, and HR Solutions Delivery teams on problem-solving, process discipline, and root-cause analysis
• Establish a culture of continuous improvement at all levels of the organization
• Lead work transition playbooks covering process documentation, knowledge transfer, training, staffing, technology readiness, and go-live support
• Partner with HRBPs, COEs, HR Solutions Delivery, and DDAT/IT to ensure new work is absorbed without degrading quality, SLAs, or colleague experience
• Define and track transition readiness criteria, ensuring each transition has clear accountability, milestones, and risk mitigation plans
• Provide regular reporting on transition health, progress against milestones, and post-transition stabilization to HR leadership
• Own the enterprise intake process for new HR work, including new business requests, policy changes, regulatory mandates, and service expansions
• Maintain a transparent intake backlog and provide regular reporting on demand, capacity, and prioritization to HR leadership
• Partner with the HR Strategy & Transformation, Corporate Strategy, and applicable business transformation teams to align enterprise projects, capabilities, and strategic priorities to HR Solutions Delivery, ensuring new work is visible, sequenced, and resourced appropriately as it enters the HR function.
• Establish intake governance standards including request evaluation criteria, impact assessment, and sequencing in partnership with COEs and business stakeholders
• Ensure intake decisions are data-informed, balancing business urgency with operational capacity and colleague experience impact
• Own the HR knowledge management strategy and platform; ensure colleagues, managers, HRBPs, and HR Solutions Delivery teams have accurate and easy-to-find information
• Define knowledge governance: content ownership, review cycles, quality standards, taxonomy, version control, and retirement
• Enable AI-driven knowledge experiences by curating high-quality, structured content that can power search, chatbots, and generative HR assistants
• Measure knowledge effectiveness through usage, deflection rates, content accuracy, and user satisfaction

AVP, HR Enterprise Process and Quality Lead

• Own the HR technology product strategy, vision, and multi-year roadmap
• Lead colleague experience design for all HR digital touchpoints
• Champion a product operating model within HR
• Work with HR COEs, HRBPs, and communications to embed experience research into product decisions
• Lead and develop the team of HR platform product owners
• Own the platform roadmaps for each core HR system
• Partner with IT to govern platform configuration and integrations
• Own the HR technology vendor relationship
• Lead and develop the team of business-facing product owners
• Drive cross-product alignment so domain-level roadmaps ladder up to the enterprise HR product strategy
• Own the HR data strategy, governance framework, and logical data architecture across the HR technology ecosystem
• Lead the HR reporting team to deliver accurate, timely, and insight-rich reports
• Build self-service reporting capabilities for HRBPs, COEs, and people managers

VP, HR Product Experience, Data, Reporting Lead

• Running HR Solutions Delivery as a high-performing, data-driven service organization
• Establishing and implementing best practices within the HR organization, including service performance, reporting, analytics, enabling technology, quality
• Overseeing end-to-end delivery of HR solutions and services across tiered support, self-service, and COE channels
• Managing service demand, capacity, and routing across channels
• Identifying opportunities for HR Solutions Delivery to deliver value-added services to enhance business results using enabling technology

Executive Director, HR Service Management Lead

• 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

• Providing advice, consultation and guidance to leaders and employees on CVS Health policies and practices
• Supporting resolution of employee relations issues while mitigating risks
• Conducting investigations and recommending actions to resolve conflicts
• Developing and implementing employee communication strategies
• Delivering guidance to employees facing personal or professional challenges

Employee Relations Case Manager

• 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

• Partner with HR Leadership to develop and execute both long- and short-term strategic plans for PCW.
• Help create and drive a cadence and process by which the team and key business partners measure and review progress against our key priorities.
• Coordinate and drive planning, execution and implementation of HR cross functional, critical, and high impact projects that align to our key strategic pillars.
• Ability to identify key stakeholders and convey knowledge of their business to build trust and understand the leader’s objectives.
• Actively engage key partners in collaborative problem solving to drive decision making.
• Ability to position yourself as a trusted advisor to both HR and business leaders by demonstrating expertise and providing valuable insights on HR matters.
• Partner with analytics teams to create views and routines to ensure the HR team has the data and tools to help monitor progress, assess complex problems, and deliver sustainable solutions.
• Challenge partners to think differently regarding HR and operational issues.
• Help drive colleague engagement across the PCW HR and PCW team by ensuring we have the right touch points and cadence of communications with our colleagues. Help develop and move forward Engagement plans that are rooted in colleague feedback and data to help foster a best-in-class culture.

Lead Director, HR Strategy – Pharmacy & Consumer Wellness

• 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

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