Top Senior HR Jobs in Boston, MA

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.

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 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.

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.

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.

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

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

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.

Manage semi-monthly multi-state payroll using UKG, ensure payroll compliance and audits, serve as UKG HRIS administrator, support onboarding/offboarding and integrations, provide user support and training, produce HR reports and analytics, lead process improvements and vendor management, and assist with broader HR functions.

Provide day-to-day HR support across onboarding, recruiting, employee relations, compliance, and HR administration. Own end-to-end onboarding, manage recruiting for assigned roles, advise managers on performance and investigations, support training/compliance and safety initiatives, maintain HRIS/ATS records, and deliver HR metrics and projects to improve employee experience across multi-site operations.

Senior HR Business Partner providing strategic HR support to Commercialization functions (Global Commercial Strategy, Pricing & Access, Global Pricing, HEOR). Leads talent strategy, organizational design, workforce planning, succession, change management, and commercial transformation initiatives. Partners with Commercial Transformation leadership and a shared People Advisor to align people strategies with business priorities and implement new operating models using data-driven insights.

Serve as primary HR contact for assigned business units, managing benefits administration, employee relations, leave management, payroll system updates, onboarding/offboarding, performance review tracking, manager coaching, compliance, benefits vendor relations, recruiting backup, HR reporting, and special projects. Hybrid role requiring travel between three sites.

Serve as a trusted HR business partner executing HR processes (compensation, performance, talent acquisition), drive talent management (workforce and succession planning), advise leaders, manage employee relations and ethics investigations, collaborate with COEs, and implement HR policies and development strategies to support business objectives within the Systems Engineering & Test Capabilities organization.

Lead internal HR for a fast-growing HR tech firm: build scalable HR infrastructure, own HRIS/HCM optimization, manage internal recruiting, onboarding/offboarding, performance and career development, ensure multi-state compliance, drive organizational design and employee engagement, and advise executive leadership on strategic people matters.

Lead HR operations for FAS, managing a team that processes lifecycle transactions, leaves, and accommodations. Drive service delivery standards, metrics, process redesign, HRIS/data initiatives, cross-functional partnerships with Finance/Payroll, and ensure compliance with employment laws and collective bargaining agreements.

The HR Business Partner Senior Director will lead HR initiatives in commercial business units, managing talent strategies, performance management, and organizational change, while working closely with senior leadership teams.

Lead the establishment of HR practices including hiring, onboarding, compliance, and culture at an early-stage AI healthcare company.

The Vice President, HRBP will strategize and deliver people strategies, partner with executives, and lead workforce transformations leveraging AI and data-driven insights.

Lead design and global execution of talent programs (job architecture, performance reviews, engagement, rewards). Build scalable processes, change management, HRIS integrations, dashboards, and project governance to drive adoption and measure impact.

The Senior HR Business Partner drives talent strategy, performance management, and employee experience within consulting, partnering with leaders to align workforce planning and ensure high performance.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Lead HR business partnering for R&D and Tech Ops & Quality, delivering strategic HR programs (talent acquisition, performance, compensation, succession, development), advising leaders on org design and change, driving employee relations and engagement, and implementing people processes to support business objectives across US and global organizations.