HR Business Partner
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What you'll do
- Senior Marketing & Communications leaders — at the Sr. Director and VP level — have a trusted strategic advisor shaping how they build, develop, and retain their teams, so people decisions are made with confidence and are visibly tied to business outcomes.
- Organizational health across Marketing & Communications is measurable and improving: talent trends are surfaced early, retention risks are flagged before they become attrition, and the team is structured to scale sustainably.
- A cohesive talent strategy is in place for Marketing & Communications — covering attraction, engagement, and development of diverse, high-caliber talent — that positions the org to compete in a tight market.
- Change doesn’t catch the team flat-footed: leaders and employees move through transitions with clarity, supported by communication strategies and change management plans that you own end-to-end.
- People Team Centers of Excellence are better calibrated to the needs of Marketing & Communications because you’ve brought business context into their planning — pushing back where needed and ensuring programs land with impact, not just intent.
What they're looking for
- 3–5 years of HRBP experience in a high-growth technology company, with 7+ years of overall HR or related experience.
- Proven ability to independently lead all aspects of the talent management lifecycle — performance management, org design, calibration, engagement, and leadership development — with minimal oversight.
- Demonstrated track record of coaching and influencing Director and VP+ level leaders with autonomy and confidence, shaping organizational strategy and decisions.
- Exceptional written and verbal communication skills, including the ability to craft clear narratives, build change management plans, and influence across all levels of an organization.
- Analytical mindset with the ability to use data and financial metrics to surface actionable insights and drive strategic planning.
- Strong business acumen with the ability to assess downstream impacts of decisions across functions and connect people strategies to company-wide priorities.
- Working knowledge of employment law and its application in day-to-day people operations.
- BA/BS degree in a relevant field.
Nice to have
- Prior experience supporting Marketing or Communications organizations.
- Comfort — and genuine enthusiasm — for operating in environments of rapid growth and change.
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
We're transforming the grocery industry
At Instacart, we invite the world to share love through food because we believe everyone should have access to the food they love and more time to enjoy it together. Where others see a simple need for grocery delivery, we see exciting complexity and endless opportunity to serve the varied needs of our community. We work to deliver an essential service that customers rely on to get their groceries and household goods, while also offering safe and flexible earnings opportunities to Instacart Personal Shoppers.
Instacart has become a lifeline for millions of people, and we’re building the team to help push our shopping cart forward. If you’re ready to do the best work of your life, come join our table.
Instacart is a Flex First team
There’s no one-size fits all approach to how we do our best work. Our employees have the flexibility to choose where they do their best work—whether it’s from home, an office, or your favorite coffee shop—while staying connected and building community through regular in-person events. Learn more about our flexible approach to where we work.
Why this role is on the menu
Marketing & Communications shapes how Instacart shows up in the world. As the organization evolves and its leadership operates at increasing levels of complexity, people decisions need a dedicated strategic partner who can keep up. You'll work directly with Marketing & Communications leaders at the Sr Director and VP levels, bringing the connective tissue between business strategy and talent: proactive org design, leadership coaching that actually sticks, and people practices that hold up as the function scales.
What you’ll cook up in your first year
- Senior Marketing & Communications leaders — at the Sr. Director and VP level — have a trusted strategic advisor shaping how they build, develop, and retain their teams, so people decisions are made with confidence and are visibly tied to business outcomes.
- Organizational health across Marketing & Communications is measurable and improving: talent trends are surfaced early, retention risks are flagged before they become attrition, and the team is structured to scale sustainably.
- A cohesive talent strategy is in place for Marketing & Communications — covering attraction, engagement, and development of diverse, high-caliber talent — that positions the org to compete in a tight market.
- Change doesn’t catch the team flat-footed: leaders and employees move through transitions with clarity, supported by communication strategies and change management plans that you own end-to-end.
- People Team Centers of Excellence are better calibrated to the needs of Marketing & Communications because you’ve brought business context into their planning — pushing back where needed and ensuring programs land with impact, not just intent.
The secret ingredients we’re looking for
Must-have pantry staples (Minimum Qualifications)
- 3–5 years of HRBP experience in a high-growth technology company, with 7+ years of overall HR or related experience.
- Proven ability to independently lead all aspects of the talent management lifecycle — performance management, org design, calibration, engagement, and leadership development — with minimal oversight.
- Demonstrated track record of coaching and influencing Director and VP+ level leaders with autonomy and confidence, shaping organizational strategy and decisions.
- Exceptional written and verbal communication skills, including the ability to craft clear narratives, build change management plans, and influence across all levels of an organization.
- Analytical mindset with the ability to use data and financial metrics to surface actionable insights and drive strategic planning.
- Strong business acumen with the ability to assess downstream impacts of decisions across functions and connect people strategies to company-wide priorities.
- Working knowledge of employment law and its application in day-to-day people operations.
- BA/BS degree in a relevant field.
Optional garnishes (Preferred Qualifications)
- Prior experience supporting Marketing or Communications organizations.
- Comfort — and genuine enthusiasm — for operating in environments of rapid growth and change.
#LI-Remote
Instacart provides highly market-competitive compensation and benefits in each location where our employees work. This role is remote and the base pay range for a successful candidate is dependent on their permanent work location. Please review our Flex First remote work policy here.
Offers may vary based on many factors, such as candidate experience and skills required for the role. Additionally, this role is eligible for a new hire equity grant as well as annual refresh grants. Please read more about our benefits offerings here.
For US based candidates, the base pay ranges for a successful candidate are listed below.
Company
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