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.

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.

Serves as a strategic HR advisor to assigned business units and regional leaders. Provides coaching on leadership, performance management, employee relations, engagement, and organizational effectiveness. Identifies workforce trends, skill gaps, training needs, and organizational challenges while supporting workforce planning, succession planning, change management, and HR program adoption. Uses workforce data and leader feedback to recommend improvements and collaborates with HR Generalists to address employee and organizational needs.

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.

The HR Business Partner develops and implements HR strategies across a multi-state region. Responsibilities include advising managers, talent management, performance management, learning and development, employee relations, policy compliance, investigations, change management, organizational initiatives, and HR metrics. The role partners with leadership, labor relations, recruiting, talent management, payroll, and HRIS teams to support business objectives and employee development.

Provides HR consulting to Staples’ U.S. Retail organization by advising store leaders, coaching managers, handling employee relations and performance matters, interpreting policies, supporting talent development and succession planning, implementing HR initiatives, and driving organizational effectiveness and change management.

Provides strategic and operational HR partnership to Harvard Law School research and technology centers. Advises leaders on organizational design, talent acquisition, employee relations, performance, compensation, change management, engagement, and workforce planning while aligning practices with university policies and supporting diverse, multidisciplinary teams.

Partners with health system leaders on workforce planning, talent development, compensation, organizational design, employee relations, policy interpretation, and change management. Coaches leaders, supports employee lifecycle activities, improves culture and engagement using workforce data, advises on employment laws and healthcare regulations, and assists with regulatory surveys and HR initiatives.

Serves as a strategic HR advisor to managers, faculty, staff, and bargaining unit representatives. Provides guidance on employee and labor relations, performance management, compensation, staffing, retention, career development, organizational design, policy compliance, and change management. Partners with Talent Acquisition and other HR teams, leads HR projects, improves service delivery, and ensures accurate HR and payroll transactions while handling confidential information.

Serves as the on-site HR partner for Boston restaurant and bar operations, supporting culture, performance management, employee relations, talent retention and development, compliance, training, recruitment, benefits, and payroll inquiries. The role leads investigations, accommodations, workers’ compensation, leave management, employment-practices audits, and policy implementation while partnering with operational leaders and the New York home office.

Partners with business leaders across the U.S. and Canada to execute HR strategy and employee lifecycle processes. Oversees talent acquisition, onboarding, performance and talent management, employee relations, investigations, engagement, learning and development, compliance, compensation reviews, succession planning, and HR projects. Advises managers, supports HRIS and payroll processes, leads organizational change initiatives, and collaborates with international HR teams.

Leads global people strategy for approximately 800 Early and Late CVRM employees across nine countries. Partners with executives and HR specialists on workforce planning, talent management, leadership development, organizational effectiveness, employee engagement, change management, analytics, and employment-risk issues. Coaches senior leaders and managers, drives HR interventions and governance, and uses organizational data to improve culture, capability, retention, and business delivery across pharmaceutical R&D organizations.

Provides day-to-day human resources support for military personnel, government civilians, and contractors. Maintains personnel databases and records, manages in-processing and out-processing, updates vacancy and organizational manpower documentation, tracks awards and personnel actions, coordinates Reserve orders and funding, manages deployment training requirements, and delivers personnel status briefings to senior leadership.

Administer and optimize Dayforce HRIS, SharePoint, Jira, and related HR technology systems. Maintain data accuracy, user access, integrations, reporting, documentation, upgrades, and privacy compliance. Troubleshoot HR system issues, automate manual processes, support dashboards, and collaborate with IT, Finance, Payroll, and vendors on HR technology initiatives and roadmap planning.

Own day-to-day HR operations and employee experience, including payroll and benefits administration, onboarding, performance reviews, employee records, compliance documentation, and manager coaching. Build scalable processes, maintain HR systems, support employee transitions, and partner with recruiting on offers and start dates. The role is the first dedicated HR Operations hire and focuses on creating consistent, high-quality employee experiences in a growing organization.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Supports HR policies, employee handbooks, compliance projects, HRIS workflows, data entry, reporting, employee communications, documentation, and special projects. The intern assists HR leaders and business partners, conducts research, maintains confidential employee information, and contributes to process improvements. This three-month internship requires bilingual English and Spanish communication, strong organization, discretion, and onsite availability in Waltham, Massachusetts.

Provides Tier I HR support across the employee lifecycle, including pre-employment screenings, onboarding coordination, candidate profile management in Workday, new hire communications, and collaboration on job description requirements.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Manage day-to-day HR operations across three US offices, including employee records, onboarding and offboarding, compliance tracking, benefits support, reporting, performance reviews, recruiting coordination, internship administration, employee communications, and HR process improvement. The role partners with global HR, finance, leadership, and an HR consultant while maintaining confidentiality and data integrity.

Directs human resources for the corporate office, overseeing talent acquisition, onboarding, HR business partnering, employee relations, performance management, learning and development, and culture initiatives. Leads a small HR team, scales processes and systems, ensures employment-law compliance, supports organizational change, and partners cross-functionally to improve engagement, retention, and workforce effectiveness.