Top HR Jobs in Boston, MA

Support US HR operations across onboarding, employee changes, offboarding, HR documentation, payroll administration, employee records, and HR systems. Assist with a payroll and HR provider transition through data checks, communications, and process documentation. Help improve HR processes using AI tools while maintaining confidentiality and accurate personnel records.

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.

Leads global HR strategy for Product Development and Design & Engineering teams. Responsibilities include organizational design, workforce planning, talent development, succession planning, performance frameworks, employee engagement, change management, people analytics, and executive coaching. The role partners with senior leaders, builds high-performing People teams, shapes culture, and aligns talent initiatives with business growth and innovation.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

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.

Leads HR strategy and execution across senior living communities and the Home Office. Manages seven HR Business Partners, drives retention and engagement, oversees succession and leadership development, guides complex employee relations and compliance, and partners with Operations and executive leaders. Uses workforce data to improve associate experience, strengthen talent pipelines, and support consistent HR practices across locations.

Manages HR and business office operations for a senior living community. Responsibilities include recruiting, candidate screening, offers and onboarding, policy communication, payroll processing, accounts receivable and payable, billing, budget variance analysis, accruals, and presentation preparation. The role serves as a primary contact for HR and accounting matters while coordinating with corporate teams and supporting employees, residents, and families.

Leads HR strategy for the Single-Use Technologies Division, partnering with executives and business leaders on workforce planning, talent acquisition, succession, leadership development, performance, engagement, employee relations, organizational design, and change management. Uses workforce data and business metrics to guide decisions, leads HR initiatives through execution, coaches managers, and collaborates across global HR teams. Travel up to 25% domestically and internationally may be required.

Manage HR administration across onboarding, orientation, offboarding, employee records, HRIS data audits, payroll changes, interview coordination, recruiting support, employee inquiries, benefits backup, documentation, and HR projects. Provide administrative support to Corporate Services, Administrative, and Marketing teams, coordinate meetings and materials, maintain confidentiality, and assist with process improvements and employee events.

Maintains confidential HR files and documentation, performs scanning and administrative tasks, supports recruiting activities, and assists the HR Director with HR projects. The role requires strong organization, attention to detail, multitasking ability, computer proficiency, and a professional team-oriented demeanor. A bachelor’s degree in Human Resources or Business is required; office experience and related internship experience are preferred.

Partners with business leaders and employees on employee relations, performance management, talent development, workforce planning, organizational effectiveness, and change initiatives. Conducts investigations, analyzes workforce data, supports talent and HR programs, and contributes to organizational design, integrations, acquisitions, employee engagement, and strategic projects. The role collaborates with HR Centers of Excellence and provides coaching, recommendations, and policy guidance across assigned client groups.

Supports HR operations across the associate lifecycle, including HRIS data maintenance, personnel records, audits, reporting, payroll validation, recruitment workflows, onboarding, benefits and leave administration, compliance, and I-9 verification. Provides responsive service to applicants and employees while handling confidential information and ensuring accurate, compliant HR processes. This is a full-time onsite role requiring UKG, ATS, Microsoft Office, and advanced Excel skills.

Serves as the strategic HR partner for Harvard College, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, workplace investigations, compensation, policy compliance, and organizational change. Uses HR metrics to guide recommendations, manages complex workforce matters, and collaborates with central HR teams to deliver coordinated solutions. The role is hybrid, requiring 2–3 on-site days per week in Cambridge, Massachusetts.

Own hands-on HR operations, including multi-state compliance, policy updates, annual compliance audits, handbook refreshes, payroll and benefits escalations, leave questions, and process improvement. The role also reviews HR administration work, helps integrate AI into HR operations, and grows into broader day-to-day HR operations management. Candidates need in-house generalist experience, strong judgment, and comfort handling payroll, benefits, and compliance in a fast-paced, multi-state environment.

Own hands-on HR operations across multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. The role will lead the annual compliance audit and handbook refresh, review HR administration work, resolve complex employee questions, and help redesign HR operations using AI. Requires in-house generalist experience in a fast-paced, multi-state environment.

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.

Leads Human Resources services for 700–1,000 Central Administration employees, advising senior leaders and managing an HR team. Develops workforce strategies, oversees employee lifecycle programs, supports talent reviews and performance management, handles labor and employee relations, ensures compliance, uses workforce analytics, and leads cross-functional HR initiatives.

Serves as a strategic HR partner to business leaders, guiding talent strategy, workforce planning, succession, organizational design, change management, employee relations, and workforce redesign. Uses talent data and analytics to inform decisions, supports people programs, resolves complex employee relations matters, and leads cross-functional HR initiatives that improve organizational effectiveness, engagement, and employee experience.

Administers HR systems and employee data, including UKG, HRIS workflows, audits, reporting, onboarding, offboarding, performance management, personnel records, I-9 compliance, and LMS training. Supports recruiting coordination, employee and manager inquiries, system troubleshooting, vendor coordination, process improvements, and cross-functional HR operations while maintaining accurate and confidential records.

Supports HR and Finance through workforce analytics, HRIS administration, payroll processing, compliance reporting, audits, and employee data management. Develops reports and dashboards, maintains HR systems and records, audits payroll and employee data, supports regulatory reporting, and improves administrative processes. The role requires collaboration with HR, Finance, payroll, and technology teams while ensuring accuracy, confidentiality, and compliance.

Full-time, open-rank non-tenure teaching faculty role in Human Resources Management delivering graduate courses, curriculum development, student mentoring, faculty oversight, industry engagement, and scholarly activity. Position requires on-campus presence in Boston, evening/weekend availability, and occasional travel to global campuses.

Leads the hotel's human resources strategy, including employee relations, recruitment, compensation, compliance, learning and development, engagement, succession planning, and associate culture. Advises the General Manager and executive team on human capital matters, oversees employment law compliance and investigations, coordinates training and onboarding, manages HR budgets and records, and partners with management to foster an inclusive, high-performing workplace.