Top Senior HR Jobs in Boston, MA

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.

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.

Senior HR Business Partner supporting MongoDB’s Technical Services organization. Partners with senior leaders on workforce planning, organizational design, change management, performance, compensation, succession, engagement, employee relations, and talent development. Uses people and business insights to guide decisions, leads annual people cycles, and improves scalable HR processes. Requires strategic HRBP experience in high-growth technology environments and recurring travel to offices and leadership offsites.

Serve as a strategic HR advisor to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, compensation, retention, performance management, onboarding, and leadership coaching. The role requires influencing leaders, mentoring HRBPs, supporting geographically distributed teams, and driving HR programs in a fast-paced, high-growth environment.

The HR Generalist manages talent acquisition, onboarding, employee relations, HR policies and compliance, performance management, payroll and benefits administration. The role advises employees and managers, conducts investigations, supports development initiatives, maintains UKG records, and contributes to HR projects across multiple hospitality entertainment venues. Periodic travel, flexible scheduling, strong organizational skills, confidentiality, and knowledge of employment regulations are required.

Leads Mimecast’s global HR technology, transformation, AI, and people analytics strategy. Owns the integration and architecture roadmap across Workday, Visier, and future platforms; drives automation, responsible AI governance, data quality, privacy, and analytics standards. Advises the CHRO and HR Leadership Team on investments and priorities, manages transformation milestones, and leads a small technical team while partnering with IT, Legal, Security, Finance, and business leaders.

Owns HR operations and people infrastructure, including HRIS administration, benefits, multi-state compliance, employee relations, offboarding, immigration support, onboarding coordination, vendor management, and process scaling. Serves as the primary HR contact for employees and managers and will eventually manage an HR Coordinator.

Leads the Human Resources function, advising executive leadership on workforce planning, compensation, benefits, HR technology, and total rewards. Oversees HR professionals, modernizes HR systems and operations, drives process improvement and automation, develops workforce metrics, ensures legal and policy compliance, and strengthens employee lifecycle services, organizational effectiveness, and talent retention.

Serves as the HR partner for assigned departments, advising managers and employees on employee relations, investigations, labor relations, performance management, staffing, onboarding, compensation, benefits, compliance, accommodations, workers’ compensation, and safety. The role supports union grievance processes, maintains HR records and HRIS processes, conducts exit interviews, develops HR solutions, and ensures compliance with employment laws and organizational policies.

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.

Supports HR leadership and operating company management by executing core HR processes, advising leaders and associates, supporting recruitment, promoting inclusion, administering engagement programs, managing employee and labor relations, ensuring employment-law compliance, coordinating workers’ compensation reporting, and identifying training and development needs.

Provides strategic HR consulting to the Division of Arts and Humanities, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, compensation, labor policies, compliance, and change management. Uses HR metrics to guide recommendations and improve processes and employee experience. Partners with central HR teams and supports managers in a complex, decentralized, unionized environment.

Provides administrative and human resources support to Air Force program leadership. Responsibilities include managing personnel actions, researching HR issues, preparing briefings and official documentation, coordinating senior-level meetings and conferences, tracking organizational initiatives and taskers, disseminating policy updates, managing virtual meeting technology, and supporting travel through DTS. The role requires handling sensitive information and supporting decision-making in a high-visibility defense environment.

Provides strategic HR consultation and support for assigned client groups in a matrixed organization. Advises managers and employees on employee relations, organizational development, recruitment, performance management, succession planning, training, policies, compliance, and employment law. Tracks HR performance indicators, resolves complex workplace issues, supports affirmative action reporting, mentors staff, and may represent the company in employment-related claims hearings. Travel may be required up to 25%.

Provides HR business partnership to U.S. Commercial and Marketing teams, advising managers and employees on policies, employee relations, organizational capability, career development, recruitment, compensation, engagement, and HR initiatives. Leads or supports division-wide projects, process improvements, investigations, self-service adoption, and program implementation while operating independently in a matrixed environment.

Leads global employee relations and HR compliance programs, including investigations, performance management, disciplinary actions, policy development, audits, regulatory monitoring, privacy compliance, and manager training. Provides employment-law and practical guidance to HR and business leaders, manages complex cases, partners with Legal and outside counsel, and develops risk-balanced frameworks across the organization.

Serves as a strategic HR advisor to leaders, aligning people strategies with business goals. Responsibilities include leadership coaching, organizational effectiveness, employee engagement, talent and succession planning, workforce planning, performance management, employee relations, investigations, change initiatives, workforce analytics, and cross-functional HR partnerships.

Serves as the strategic HR partner for a geographically dispersed workforce of more than 1,300 hourly employees. Leads onboarding, employee relations, investigations, performance management, engagement, retention, compliance, workforce analytics, and organizational change. Coaches operational leaders, oversees an onboarding analyst, supports talent and succession planning, and drives HR compliance transformation across multiple states. Partners with Legal, Payroll, Recruiting, and other HR functions while ensuring consistent employment practices and workforce effectiveness.

Leads strategic HR partnership for Finance and Corporate Strategy executives, aligning talent, succession, organizational design, workforce planning, leadership development, culture, and transformation with business priorities. Advises on organizational effectiveness, restructuring, AI and automation workforce impacts, and talent risks. Coaches senior leaders, drives succession and capability development, uses workforce and HR data to guide decisions, and partners across HR functions to execute enterprise initiatives in a global, matrixed environment.

Serves as a senior HR advisor to managers, faculty, administrators, and employees. Leads recruitment, performance management, leadership development, job reviews, position management, employee and labor relations, accommodations, and leave processes. Supervises an HR Coordinator, supports unionized workforce matters, interprets policies and agreements, analyzes organizational needs, and partners on workforce planning, compliance, and continuous improvement.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Serves as the strategic HR Business Partner to Commercial Sales and Marketing leadership. Leads workforce planning, organizational design, talent strategy, sales hiring, onboarding, employee engagement, performance management, succession planning, and organizational development. Acts as HR lead for launch readiness, coordinating Talent Acquisition, Total Rewards, HR Operations, Learning and Development, Compliance, and Legal. Advises leaders through rapid growth, commercialization, organizational change, and infrastructure development while supporting an inclusive, high-performing culture.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Own the HR systems ecosystem, including configuration, workflows, integrations, automation, data integrity, reporting, compliance controls, and Jira intake. Lead system implementations, upgrades, redesigns, documentation, and training while partnering across People Operations, IT, Compliance, Security, Finance, Legal, and vendors. Apply AI and automation to reduce manual work and improve employee support.