Senior Compensation Analyst, Instacart

• 3+ years of experience in compensation or HR/people analytics
• Demonstrated skill and curiosity in tool-building, automation, or process improvement, ideally with experience using or experimenting with new technologies (AI/automation, BI platforms, or scripting)
• Strong technical skills in Excel/Sheets and willingness to learn and apply new data tools (e.g., SQL, R, BI platforms)

Desirable

• As a Senior Compensation Analyst at Instacart, you'll play a key role in building the infrastructure, intelligence, and innovations that power our compensation team
• You’ll take ownership of core compensation data processes, help evolve our tools, and provide insights that drive important program decisions
• You’ll act as an internal consultant, supporting both day-to-day operations and longer-term projects to improve how we work
• This role, will reporting to our Manager, Compensation, will have the opportunity to work across all aspects of compensation programs, and work closely with a team of compensation professionals, people analytics, and people technology partners
• This person will have a unique opportunity to inform and shape our compensation practices through market data analysis, modeling, and process and tool development
• Join a high-impact team at the center of Instacart’s people strategy
• The Compensation team sits within the broader Total Rewards & Workplace umbrella and is responsible for delivering competitive, equitable, and data-driven compensation programs
• We cover all aspects of compensation - including executive, broad-based, sales, and equity - and stay at the forefront of market trends to help attract, retain, and motivate top talent
• As our business evolves, we are constantly innovating our approach, offering unique opportunities to shape outcomes and drive impact at scale
• Build, refine, and maintain datasets, dashboards, and tools that underpin compensation programs, market analysis, and job architecture
• Work with the HR Tech/Operations teams to update our systems with current data and compensation changes; audit workforce data on a recurring basis and lead process improvement initiatives addressing operational pain points, “tech debt,” and data hygiene
• Partner with compensation team members and technology partners to migrate manual processes into sustainable, scalable systems
• Analyze data, identify trends, and synthesize findings into actionable recommendations for the comp team and partners
• Develop and document best practices for recurring compensation processes and analytics
• Serve as a resource for complex, ad hoc comp analyses and special projects