• Develop and implement Instacart’s holistic Employee Relations strategy in partnership with HRBPs and Legal. • Build clear frameworks and standards for managing performance concerns, conduct issues, investigations, and terminations. • Establish consistent decision-making principles that balance fairness, business impact, and appropriate risk awareness. • Identify trends and systemic risks in employee matters and proactively recommend policy, training, and process improvements. • Lead and advise on complex involuntary terminations across the organization. • Partner with Legal and People COEs on structuring exit packages within established guidelines and approval frameworks. • In consultation with Legal, manage post-separation communications with departing employees, including structured severance discussions conducted within defined parameters. • Identify matters requiring Legal escalation and ensure timely coordination. • Ensure consistency, documentation quality, and compliance across exit practices. • Oversee and conduct workplace investigations involving performance concerns, conduct issues, and policy violations. • Partner with Legal to structure investigations involving heightened risk or potential legal exposure. • Ensure investigations are thorough, objective, and well-documented. • Support HRBPs and business leaders in determining appropriate outcomes based on investigation findings. • Establish clear governance and standards for how investigations are initiated, conducted, and resolved across the organization. • Act as a trusted thought partner to HRBPs and business leaders on complex employee matters. • Coach HRBPs on documentation, consistency, and structured decision-making. • Elevate the ER capability of the HRBP team through training, playbooks, and case reviews. • Build scalable ER processes, documentation templates, and intake systems. • Define clear governance around investigations and disciplinary actions. • Develop dashboards and reporting mechanisms to identify trends and reduce organizational risk. • Ensure global and multi-state compliance as the organization evolves.

• Partner with multiple HRBPs to support day-to-day people initiatives across functions (e.g., Engineering, Sales, Marketing, CX, Product, G&A). • Prepare materials, analysis, and documentation for HRBP-led conversations, leadership meetings, and planning sessions. • Track action items, risks, and follow-ups across HRBP portfolios to ensure timely execution. • Support employee lifecycle activities including role changes, promotions, manager transitions, and offboarding. • Assist with employee relations cases by gathering facts, documenting timelines, and coordinating with HRBPs and HR Shared Services (does not independently lead complex ER cases). • Ensure consistent application of policies, processes, and documentation standards. • Support annual and quarterly HR processes such as performance cycles, merit, promotions, engagement surveys, and workforce planning. • Maintain trackers, dashboards, and documentation to support HRBPs during peak cycles. • Coordinate communications and ensure leaders and employees understand timelines and expectations. • Pull, analyze, and validate people data (headcount, attrition, mobility, engagement, performance outcomes). • Create standardized reports and summaries to support HRBP recommendations and leadership decision-making. • Identify trends, gaps, and operational risks and flag them proactively to HRBPs. • Help drive consistency across HRBP practices by maintaining templates, playbooks, and shared tools. • Identify opportunities to streamline workflows, reduce manual effort, and improve the employee and manager experience. • Act as a liaison between HRBPs and HR Shared Services to resolve process issues. • Partner closely with HR Shared Services, Talent, Total Rewards, Payroll, and Legal to ensure seamless execution. • Serve as a point of contact for managers and employees on standard HR questions, escalating appropriately.

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. Overview Instacart is looking for a strategic, business-minded Employee Relations (ER) Leader to build and lead a modern, thoughtful, and scalable ER function. This role sits within HR and reports to the Head of HRBPs, operating at the critical intersection of business partnership, risk awareness, and people strategy. You will evolve Instacart’s employee relations philosophy, partnering closely with HRBPs and Legal to ensure consistent, compliant, and values-aligned outcomes across complex employee matters. This role will advise on sensitive performance and conduct cases, lead terminations and exits, and design scalable ER frameworks that balance thoughtful risk management with a human-centered employee experience. We are especially interested in candidates with prior employment law experience and experienced senior HRBPs with deep ER expertise are strongly encouraged to apply. No bar license is required. About the Job Strategic ER Leadership - Develop and implement Instacart’s holistic Employee Relations strategy in partnership with HRBPs and Legal. - Build clear frameworks and standards for managing performance concerns, conduct issues, investigations, and terminations. - Establish consistent decision-making principles that balance fairness, business impact, and appropriate risk awareness. - Identify trends and systemic risks in employee matters and proactively recommend policy, training, and process improvements. Terminations & Complex Exits - Lead and advise on complex involuntary terminations across the organization. - Partner with Legal and People COEs on structuring exit packages within established guidelines and approval frameworks. - In consultation with Legal, manage post-separation communications with departing employees, including structured severance discussions conducted within defined parameters. - Identify matters requiring Legal escalation and ensure timely coordination. - Ensure consistency, documentation quality, and compliance across exit practices. Investigations & Sensitive Employee - Oversee and conduct workplace investigations involving performance concerns, conduct issues, and policy violations. - Partner with Legal to structure investigations involving heightened risk or potential legal exposure. - Ensure investigations are thorough, objective, and well-documented. - Support HRBPs and business leaders in determining appropriate outcomes based on investigation findings. - Establish clear governance and standards for how investigations are initiated, conducted, and resolved across the organization. HRBP Partnership - Act as a trusted thought partner to HRBPs and business leaders on complex employee matters. - Coach HRBPs on documentation, consistency, and structured decision-making. - Elevate the ER capability of the HRBP team through training, playbooks, and case reviews. Process & Infrastructure - Build scalable ER processes, documentation templates, and intake systems. - Define clear governance around investigations and disciplinary actions. - Develop dashboards and reporting mechanisms to identify trends and reduce organizational risk. - Ensure global and multi-state compliance as the organization evolves. About You Minimum Qualifications - 8+ years of experience in Employee Relations, Employment Law, Human Resources, or a related function. - Strong knowledge of U.S. employment law and contemporary workplace practices. - Significant experience managing complex terminations and structured employee exit discussions. - Experience partnering closely with Legal teams on employment matters. - Former employment attorney preferred or Senior HRBP with substantial ER depth and strong legal fluency. - Exceptional judgment and ability to navigate ambiguity and gray areas. - Strong risk awareness and decision-making skills. - Ability to influence senior leaders while maintaining objectivity. - High emotional intelligence and discretion. - Clear, concise communicator — especially in high-stakes situations. - Systems thinker who can move from individual cases to scalable strategy. #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. CA, NY, CT, NJ $206,000—$217,500 USD WA $197,000—$208,000 USD OR, DE, ME, MA, MD, NH, RI, VT, DC, PA, VA, CO, TX, IL, HI $189,000—$199,500 USD All other states $172,000—$181,500 USD

Become a part of our caring community and help us put health first The Senior Compensation Professional serves as a senior individual contributor responsible for the end‑to‑end execution, oversight, and continuous improvement of complex short‑term incentive compensation programs supporting insurance lines of business. This role ensures incentive compensation outcomes are accurate, compliant, scalable, and aligned with business strategy by applying advanced analytical expertise, deep technical knowledge, and independent judgment within established governance frameworks. The Senior Compensation Professional operates with minimal supervision, leads complex validations, supports incentive strategy execution, and plays a key role in system enhancements, audit readiness, and cross‑functional initiatives. This individual materially influences outcomes beyond their own deliverables and is recognized as a go‑to resource for incentive compensation expertise across the organization. The role requires advanced, cross‑functional expertise across Compliance, Enrollment Operations, Information Technology, Sales Operations, Accounting, Finance, and Payroll, with accountability for anticipating and mitigating risks that affect incentive eligibility, calculations, system logic, audit posture, and financial reporting. The incumbent acts as a subject matter expert (SME) and trusted advisor, regularly consulted for complex issues, escalations, and design considerations. Key Responsibilities Incentive Compensation Administration & Oversight - Lead the administration and oversight of complex short‑term incentive compensation programs, ensuring accuracy, compliance, and timely payout across insurance lines of business. - Serve as an escalation point for complex incentive discrepancies, calculation disputes, and non‑standard compensation scenarios. - Interpret and apply complex incentive plan designs and governance standards to resolve ambiguous or high‑risk compensation issues. - Anticipate downstream impacts of plan changes, roster movements, eligibility updates, or market adjustments on incentive outcomes. Systems, Data & Technical Leadership - Lead user acceptance testing (UAT) for incentive compensation platforms (ICM/Varicent, Workday), including test strategy, scenario development, execution oversight, and defect resolution. - Provide advanced troubleshooting for system configuration, data integrations, and calculation logic, partnering closely with IT and system administrators. - Validate production readiness for system releases, platform upgrades, and incentive program changes. - Design and review complex manual calculations and off‑cycle incentive payments; provide peer consultation and quality assurance. Analytics, Reporting & Governance - Oversee advanced validation of compensable data, incentive calculations, and payout files prior to payroll submission. - Develop, enhance, and interpret monthly and quarterly incentive scorecards and reporting for leadership and governance forums. - Identify trends, risks, and recurring issues; recommend process, control, or system enhancements to improve accuracy and efficiency. - Establish and maintain incentive calculation documentation, validation methodologies, SOPs, and control artifacts. Cross‑Functional Leadership & Influence - Act as a primary incentive compensation SME and consultative partner to Compliance, Sales Operations, Enrollment, Finance, Payroll, and HR stakeholders. - Lead or significantly contribute to cross‑functional initiatives related to incentive plan changes, system modernization, or operational improvements. - Support internal and external audits by independently explaining incentive methodologies, calculations, controls, and system logic. - Proactively identify compliance, financial, or operational risks and recommend mitigation strategies. Sales, Finance & Business Acumen - Demonstrate advanced understanding of sales structures, roles, territories, and performance measures and how they translate into incentive earnings. - Partner with Finance to support incentive accruals, forecasting, reconciliation, and variance analysis. - Advise stakeholders on accounting and financial impacts of incentive plan design and payout timing. Judgment & Accountability - Exercise independent judgment in complex, ambiguous situations with material business or financial impact. - Influence decisions related to incentive processes, controls, and operational execution within established governance frameworks. - Mentor and guide lower‑level compensation professionals, sharing expertise and best practices. Use your skills to make an impact Required Qualifications - Bachelor's degree or equivalent professional experience( Finance and or IT background) - 5 or more years of experience administering or supporting complex short‑term incentive compensation programs. - Previous experience with target incentive compensation programs - Advanced analytical and problem‑solving skills with a demonstrated ability to manage complexity and ambiguity. - Proven ability to work independently with minimal supervision while influencing outcomes across teams. - Strong command of incentive compensation governance, data validation, and audit standards. - Recognized SME with experience serving as the escalation point for complex incentive or system issues. - Strong cross‑functional leadership skills, with demonstrated influence across Compliance, IT, Sales, Finance, Enrollment, and Payroll. - Experience supporting or leading large‑scale incentive plan changes, platform enhancements, or operational transformations. - Advanced understanding of accounting and financial reporting impacts related to incentive compensation. - Exceptional communication skills, with the ability to clearly influence stakeholders and explain complex concepts at all organizational levels. Preferred skills - Extensive experience administering incentive compensation programs within health insurance lines of business. - Advanced hands‑on experience with ICM platforms, Varicent, and Workday, including system logic interpretation and UAT leadership. Additional Information In this role you will report to an Associate Director of Compensation. This role is fully remote within the US. This role could have up to 10% travel based on business need. Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required. Scheduled Weekly Hours 40 Pay Range The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc. $94,900 - $130,500 per year This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance. Description of Benefits Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities. Application Deadline: 03-16-2026 About us Humana Inc. (NYSE: HUM) is committed to putting health first – for our teammates, our customers and our company. Through our Humana insurance services and CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare, Medicaid, families, individuals, military service personnel, and communities at large. ​ Equal Opportunity Employer It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.