Top Senior HR Jobs in Boston, MA

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.

Leads the HR function across two restaurant brands, overseeing culture, employee experience, compliance, people development, compensation, payroll, benefits, and HR staff. Partners with executive leadership, regional leaders, and restaurant managers to build scalable, legally sound HR systems and strengthen engagement and retention. Requires strong employment-law judgment, multi-unit hospitality experience, and the ability to balance operational practicality with culture and compliance.

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.

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.

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 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.

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.

Supports Adult Services leadership across Eastern Massachusetts by managing employee relations, investigations, performance management, conflict resolution, HR policy guidance, onboarding, separations, HRIS reporting, training, leave management, benefits, and related HR operations. Provides manager counseling, participates in unemployment hearings, and handles occasional on-call responsibilities.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Serves as a strategic HR advisor to senior leadership, supporting workforce planning, talent management, employee relations, performance management, organizational development, change initiatives, compensation and benefits, compliance, recruiting, immigration processes, and HRIS-based organizational structure management. Analyzes HR metrics, supports global workforce initiatives, and mentors HR staff.

Manages outsourced HR services for multiple clients, including HR administration, payroll and benefits coordination, employment compliance, workers’ compensation and unemployment matters, policy and handbook development, employee documentation, process improvement, and client support. The role requires managing confidential records, coordinating external providers, improving HR workflows, and delivering practical, compliant solutions across diverse organizations.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Partners with executives, managers, and employees to deliver HR strategies, talent management, employee relations, performance management, compensation, benefits, analytics, and organizational effectiveness initiatives. Advises on HR policies and workforce issues, leads improvement projects, supports organizational change, ensures compliance, and collaborates with HR centers of excellence. The role is hybrid in Waltham, Massachusetts, with 10–25% travel.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

The Senior HR Business Partner aligns HR strategies with business operations, advises leaders on workforce planning, engagement, performance, retention, and employee relations, and coordinates support across HR functions. The role analyzes workforce metrics, guides policy implementation, supports investigations and compliance, leads HR projects, mentors HR staff, and maintains on-site relationships across multiple Massachusetts locations.

Leads comprehensive HR operations for a multi-trade home services company, including recruiting, employee relations, compliance, benefits, 401(k), payroll, compensation, safety programs, credential management, performance reviews, HRIS administration, and organizational development. Partners with managers and employees to support culture, performance, training, labor-law compliance, risk mitigation, and workforce planning.

Leads regional HR strategy across 600+ stores, advising senior leadership and managing HR Business Partners. Oversees talent planning, succession, organizational development, employee engagement, retention, change management, workforce analytics, employee relations, compliance, and organizational effectiveness. Partners with HR centers of excellence, Legal, and Employee Relations to address workforce risks and business needs. Remote role requiring up to 50% travel across the Great Lakes region.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Lead HR strategy and workplace culture for a 1,800-resident continuing care community, overseeing employee relations, engagement, workforce planning, performance management, succession and talent development, leadership coaching, and HR team management to attract, retain, and develop a diverse workforce.

Owns end-to-end HR operations for a growing two-country biotech, including HR systems, payroll coordination, benefits and total rewards, compliance, talent acquisition, employee relations, leave administration, vendor management, and executive reporting. Partners with leadership to advise managers, improve HR processes, maintain employment policies, and scale people infrastructure across U.S. and Swiss operations.