Top HR Jobs in Boston, MA

Serve as strategic HR advisor to global Technology leaders, driving organizational design, workforce planning, leadership development, change management, and AI-related workforce strategy to scale high-performing engineering, product, and IT teams.

Lead Workday as the enterprise HR platform: own strategy, governance, security, and continuous improvement. Manage and evolve a Workday team, prioritize intake and roadmap, implement automation and AI-driven self-service, partner cross-functionally, and step into complex configuration when needed to deliver scalable, compliant solutions.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Lead HR strategy for R&D as primary HRBP to VP+ leaders (CPO, CTO, CIO). Drive org design, succession, hiring strategy, leadership development, and AI-driven transformation. Build and coach an HRBP team, use people analytics to inform decisions, and partner across People functions to scale processes and measure impact.

Serve as strategic HR partner to Product, Engineering, and Clinical leaders. Drive workforce planning, organizational design, talent management, performance coaching, employee relations, and change initiatives. Leverage HR technologies, analytics, and AI-enabled tools to inform decisions, improve processes, and support global HR programs and integrations.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Senior HR Generalist responsible for full-scope HR activities including onboarding, employee relations, HRIS administration, compliance with federal and Massachusetts laws, performance management, investigations, safety coordination, reporting, and continuous improvement. Partners with leaders and HR team to support staffing, engagement, leave administration, and HR program delivery.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Partner with business leaders to design and execute talent strategies across compensation, benefits, DE&I, learning, talent management, organizational design, and employee relations. Influence leaders, leverage data, collaborate with HR Centers of Excellence, drive talent pipeline and internal mobility, and improve engagement and organizational effectiveness.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

Manage HRIS tasks (onboarding, terminations, employee changes, reporting), maintain employee records, support benefits and compensation administration, advise on employee relations and compliance, assist recruitment and background checks, and handle general HR inquiries and projects.

Two-year rotational HR leadership program (three eight-month rotations) to develop HR competencies across talent management, acquisition, total rewards, and employee relations. Includes formal development, executive mentorship, process improvement, and project experience. Requires geographic mobility, onsite work, and completion of a Master’s degree in timeframe specified; compensation and relocation support provided.

Provide HR and talent operations support across the employee lifecycle, including onboarding/offboarding, compliance (I-9, CORI, fingerprinting), recordkeeping in HR systems, payroll support, recruitment activities (screens, references, events), and administrative duties. Partner with school leaders and Talent team to maintain accurate employee data, generate reports, improve workflows, and deliver excellent customer service to candidates and staff.

Manage full employee lifecycle and HR operations for the venue, partnering with managers on compliance, employee relations, payroll, benefits, talent development, staffing, and performance management. Lead investigations, handle workers' compensation and leaves, provide coaching, and ensure adherence to federal and state employment laws while supporting operational goals.

Serve as VP HR Business Partner for Flagship Labs (≈110 people). Lead HRBP team, shape talent strategy, org design, change management, performance, development, employee engagement, and partnering with TA and Talent Development to align HR solutions with business goals.

Lead an HR Program Management Office to translate HR strategy into coordinated programs and measurable outcomes. Build integrated project plans and portfolios, manage governance, risks, timelines, and stakeholders, coordinate across HR functions, standardize tools and reporting, and use data to evaluate program effectiveness and drive continuous improvement.

Manage HR classification, compensation, and position management for Harvard Library; serve as HRIS data analyst and Authorized Requestor; lead performance review processes; support programs, student worker activities, and HR policy updates and training.

Provide national transactional and operational support for benefits and leave programs: process benefit elections and corrections, administer COBRA, enter and track leave transactions in ADP, support vendor and payroll coordination, maintain secure records, prepare standard correspondence, assist with training and audits, and provide backup coverage while escalating complex or legal matters to senior HR staff.

Lead HR strategy and operations for the Americas region, supporting full employee lifecycle, advising commercial leaders on workforce planning, compliance, ER, compensation, talent and development, and building HR infrastructure to support growth.

Serve as HR business partner for a flight kitchen unit: advise managers on employee/labor relations, recruitment, onboarding, training, policy compliance, EEO/Title VII investigations, reporting, and workforce planning to support retention and operational goals.

Serve as a strategic HR technology partner driving Workday configuration and process optimization across Talent Acquisition and HR domains. Evaluate enhancement requests, lead testing/UAT, document future-state processes with COEs, troubleshoot issues, and deliver sustainable, compliant solutions while influencing stakeholders and aligning roadmaps across global, matrixed teams.