Top HR Jobs in Boston, MA

Strategic HR business partner for the global go-to-market organization, advising senior leaders on talent strategy, organizational design, workforce planning, employee relations, manager coaching, succession planning, and people analytics. The role leads talent programs, compensation and performance cycles, supports global restructuring, develops high-potential employees, partners with Talent Acquisition and other People functions, and mentors People team members.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Serve as a strategic HR partner to Toast’s global R&D organization, advising senior leaders on organizational design, restructurings, performance calibration, feedback culture, engagement, compensation, leveling, and people programs. Use employee data, engagement metrics, headcount models, and AI tools to guide decisions and measure outcomes. Lead org design initiatives, support change implementation, coach executives, and influence company-wide people strategy across Engineering, Product, and Design.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports day-to-day HR operations, including employee inquiries, onboarding and offboarding, benefits and leave administration, payroll changes, records management, compliance, employee relations, recruiting support, reporting, engagement initiatives, and bilingual HR training. The role requires onsite attendance, English and Portuguese fluency, strong Excel and Microsoft Office skills, confidentiality, accuracy, and effective prioritization.

Provides strategic and operational HR support during a six-month leave-coverage contract. Advises program leaders, manages employee relations investigations and performance issues, supports workforce planning and retention, oversees HR processes, compliance, records, audits, unemployment claims, CORI reviews, and HR inquiries. Supervises administrative HR staff, improves workflows and templates, analyzes HR trends, and partners with leadership and legal counsel to ensure compliant, effective human resources operations.

Lead the global Workday integration following the Axcelis-Veeco merger and establish it as the HR system of record for approximately 3,000 employees. Set the HR technology roadmap, governance, data standards, reporting, and release management practices. Translate business needs into Workday solutions, lead the HRIS team, manage external partners, and support workforce analytics, compliance, and scalable operations across manufacturing and corporate environments.

Provides strategic and tactical HR partnership to a physician organization, advising leaders on organizational development, employee relations, staffing, compensation, engagement, change management, restructuring, and talent strategy. Coordinates with HR functions, supports employment-law compliance, manages enterprise HR programs, and develops solutions aligned with business objectives. The role requires strong consultation, communication, influence, project management, and conflict-resolution skills.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Own HR operations and total rewards programs, including employee lifecycle processes, HR systems, compliance, benefits administration, compensation analysis, open enrollment, vendor coordination, and workforce reporting. Partner with payroll, brokers, carriers, and HR leadership to improve processes, ensure data integrity, support employees and managers, and deliver HRIS and technology enhancements. This is an onsite manager-level individual contributor role with no direct reports.

Serves as a strategic HR advisor to senior leaders in Legal, Finance, and IT. Translates business strategy into people strategy, leads workforce planning, organization design, succession planning, leadership development, and change initiatives. Uses people data, analytics, and AI-enabled tools to guide decisions and measure HR impact. Partners with HR centers of excellence and shared services to address complex people matters and ensure consistent execution in a complex global environment.

Serves as the primary HR business partner for Campus Services units, advising leaders and employees on employee relations, labor relations, performance management, organizational design, talent development, compensation, recruitment, engagement, and change management. Leads HR programs, analyzes workforce data, supports reorganizations, advises on collective bargaining agreements, ensures policy and legal compliance, and coaches managers across unionized and non-union environments.

Own hands-on HR operations, including multistate compliance, policy updates, payroll and benefits escalations, leave questions, compliance audits, handbook refreshes, and process improvements. Review HR administration work and help develop AI-native HR processes. The role is expected to grow into broader day-to-day HR operations ownership.

Own hands-on HR operations, including multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. Review HR administration work, resolve complex employee questions, and introduce AI-native approaches to reduce repetitive work. The role is expected to grow into broader day-to-day HR operations ownership.

The Director of Human Resources partners with senior Sales, Marketing, and Medical Office leaders to develop and execute talent and organizational strategies. Responsibilities include organizational design, workforce planning, leadership development, talent reviews, succession planning, performance management, and executive coaching. The role assesses capability gaps, strengthens organizational effectiveness, and aligns HR initiatives with business priorities and growth.

Supports the full employee lifecycle, including recruiting, onboarding, employee relations, benefits, compensation, HR operations, compliance, performance management, engagement, and offboarding. Maintains HRIS records, supports multi-state employment compliance, assists with audits and reporting, advises managers and employees, and analyzes HR metrics. The role requires strong organization, discretion, communication, and experience managing HR processes in a multi-state workforce.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Leads full-cycle recruiting, sourcing, interviewing, offers, applicant tracking, and onboarding while serving as a strategic HR advisor to assigned teams. Provides guidance on employee relations, talent management, workforce planning, compensation, benefits, engagement, performance management, policies, and organizational effectiveness. Analyzes workforce trends and metrics, supports change management and inclusion initiatives, ensures employment-law compliance, and drives positive candidate and employee experiences.

Provides full-cycle HR support across multiple early-stage life sciences companies during a five-month leave coverage period. Responsibilities include onboarding, performance management, employee relations, offboarding, HRIS administration, compensation benchmarking, job leveling, offer structuring, compliance, and HR coordination. The role requires independent prioritization across organizations, strong knowledge of multi-state employment law, confidential data management, and experience building HR infrastructure in startup environments.

Manages HR operations including HRIS data, Workday implementation support, employee lifecycle transactions, benefits and payroll coordination, compliance, reporting, onboarding, offboarding, and employee support. Maintains personnel records, handles unemployment administration, develops procedures, and improves HR processes while safeguarding confidential information.

Manages Harvard Library HR functions including position classification, compensation analysis, position management, HRIS reporting, compliance, performance management, and leadership development programs. Oversees HR processes from intake through communication, advises leadership on organizational changes, supports data integrity, and coordinates annual performance and compensation activities. The role is hybrid and based in Cambridge, Massachusetts.

Manage the end-to-end pre-employment and onboarding process, including background checks, CORI/SORI clearances, education and reference verifications, candidate support, Paylocity record maintenance, occupational health coordination, and recruiting team updates. The role ensures compliant, welcoming transitions from offer acceptance through orientation while supporting sourcing, job fairs, and talent attraction initiatives.

Coordinates pre-hire onboarding by collecting documentation, verifying education and credentials, managing background checks, maintaining compliance records, supporting audit readiness, and serving as a primary contact for internal stakeholders. The role requires strong organization, communication, confidentiality, attention to detail, and proficiency with Microsoft Office, SharePoint, and HRIS platforms.

Leads full-cycle recruiting across multiple functions and regions, developing sourcing strategies, screening and interviewing candidates, managing offers, maintaining ATS data, and partnering with hiring managers. Supports recruiting operations, reporting, background checks, vendors, onboarding, and recruiter training while ensuring compliance with employment laws and delivering strong candidate and hiring manager experiences.