Top Senior HR Jobs in Boston, MA

Partners with district and site leaders on workforce planning, talent development, performance management, employee engagement, recruiting, change management, organizational effectiveness, and HR strategy. Coaches leaders, supports talent assessments and staffing plans, advises on people programs, analyzes workforce and engagement data, and supports site openings, closings, relocations, and restructurings.

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.

Provides strategic HR leadership in a global matrixed organization. Partners with senior executives to translate business priorities into people strategies, leads talent management, organizational development, change management, and organizational design initiatives, and advises leaders on complex HR matters. Uses analytics to guide decisions, drives culture change and transformation, coordinates global HR solutions, and develops inclusive, high-performing teams while ensuring alignment with business goals.

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.

Serves as the primary HR consultant for Harvard Human Resources and another administrative client area. Advises managers and employees on employee relations, recruitment, compensation, learning and development, organizational change, performance management, talent planning, compliance, and workplace issues. Leads HR programs, organizational development strategies, training, analytics, process improvements, and change initiatives while supporting labor relations and Title IX and non-discrimination matters.

Owns US HR, payroll, benefits, onboarding, offboarding, employee records, employment documentation, financial administration, vendor coordination, and compliance. Supports immigration processes, team events, and continuous improvement of HR, finance, and administrative operations for a growing US subsidiary while collaborating with France-based teams.

Serves as a strategic HR business partner to corporate function leaders in a global, matrix organization. Translates business strategy into HR initiatives, leads talent and succession planning, supports organizational design and change management, advises on employee relations and compensation, analyzes workforce data, and drives engagement and leadership effectiveness. Partners with HR centers of excellence, shared services, and works councils while supporting enterprise programs and maintaining compliance with employment laws.

Provides senior-level HR and administrative support in a DoD environment, including personnel actions, research, documentation, briefings, meeting coordination, initiative tracking, policy dissemination, records maintenance, and executive staff support. The role requires onsite work at Hanscom AFB, Secret clearance, U.S. citizenship, and substantial Human Resources experience, including DoD experience.

Provides administrative support for Air Force and DoD human resources programs, including military and civilian awards, recognition events, ATAAPS timekeeping, records maintenance, compliance reviews, reporting, and coordination with personnel, commanders, and leadership. Manages award packages, tracks submissions, resolves discrepancies, supports timecard questions and training, and maintains audit-ready documentation.

Manage HR data accuracy, audit and compliance activities, records management, payroll and benefits account reconciliations, and produce HR reports. Provide administrative and operational HR support within a shared services team, handling high-volume transactional work and sensitive employee information.

Serves as a strategic HR partner to business leaders, translating business priorities into talent and workforce strategies. Leads workforce planning, talent reviews, succession planning, organizational effectiveness, leadership coaching, performance management, change initiatives, and culture development. Advises senior leaders, supports organizational design and transformation, and collaborates across HR functions to deliver integrated people solutions and strengthen employee engagement and organizational performance.

Serve as a trusted HR advisor to leaders, managers, and employees across the full employee lifecycle. Implement people initiatives, use workforce analytics, support employee relations and organizational transformations, ensure EEO and regulatory compliance, and coach managers on HR policies and practices. Partner with global and local P&O stakeholders to improve employee experiences, build leadership capability, and advance technology-enabled HR processes.

Manages employee relations, payroll, compensation, benefits, labor-law compliance, recruiting, onboarding, performance management, training, safety support, and workforce planning in a manufacturing environment. Advises operational leaders on policies, resolves workplace conflicts, supports employee engagement, and oversees HR programs for hourly and salaried employees.

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.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

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.