Top Senior HR Jobs in Boston, MA

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.

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.

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.

Supports multi-jurisdictional HR compliance, employment law research, regulatory reporting, audits, remediation, policy updates, and risk assessments. Leads contractor compliance and lifecycle management, including worker classification reviews, agreements, extensions, onboarding, and offboarding. Oversees compliance inquiries, ADA accommodation follow-up, background investigations, RFPs, and due diligence responses while partnering with Legal, HR, Finance, and business stakeholders.

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.

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.

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.

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.

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.

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.

Manages talent acquisition, employee relations, HR policy compliance, performance management, payroll and benefits administration. Partners with managers, conducts investigations, supports recruiting and onboarding, maintains HRIS records, and helps develop employees across multiple hospitality-focused entertainment venues. Requires strong organization, communication, confidentiality, employment-law knowledge, and flexibility to travel between locations.

Serves as a strategic HR partner to senior leaders across operations, finance, and R&D. Advises executives on organization effectiveness, talent strategy, leadership development, workforce planning, culture, succession, and business transformation. Leads people and organization initiatives, including organization design, change leadership, talent reviews, performance management, and total rewards. Uses business insights to align HR strategies with organizational priorities and performance in a complex global environment.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Serve as the primary HR partner for Engineering, Hardware, and Software leaders. Coach managers, guide performance and employee-relations decisions, develop technical career frameworks, support organizational design and workforce planning, identify retention risks, and improve hiring and people processes. The role combines strategic HR partnership with hands-on execution in a rapidly scaling deep-tech robotics environment.

Partners with organizational leaders to align workforce and talent strategies with business priorities. Responsibilities include workforce planning, succession planning, talent development, employee relations, performance management, organizational design, change management, leadership coaching, and using workforce data to identify trends and recommend actions. The role collaborates across HR functions, manages sensitive matters confidentially, and supports teams in a fully remote environment.