Top Senior HR Jobs in Boston, MA

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.

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.

Serve as a strategic HR partner to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, retention, compensation, performance management, leadership coaching, onboarding, and policy stewardship. The role also advises leaders, develops HR capabilities, and supports high-performance culture across geographically distributed commercial teams.

Senior HR Business Partner supporting Arcadis’s Global Architecture & Urbanism division across North America. The role provides strategic and operational HR partnership, advises senior leaders, leads people-related transformation and change management, supports employee relations and engagement, and delivers talent, performance, compensation, development, and other annual people processes. The position also promotes HR programs, facilitates employee listening and action planning, and serves as an HR knowledge expert and business collaborator.

Supports G&A leaders and employees as a day-to-day HR partner, advising on employee relations, performance management, talent development, workforce planning, organizational change, compensation, and hiring. Uses HR data and employee feedback to identify trends and recommend actions. Implements HR programs, coaches managers, supports team effectiveness and succession planning, and escalates complex or sensitive matters to the CHRO.

The Senior HR Business Partner supports Motional’s Engineering organization by advising leaders, coaching managers, executing HR programs, and managing employee relations. Responsibilities include performance and compensation processes, succession planning, workforce planning, talent development, investigations, compliance, organizational design, and employee lifecycle support. The role partners with HR centers of excellence and leadership across a multi-state and global environment, requiring at least two onsite days weekly in Pittsburgh or Boston.

Serve as the senior HR partner to Commercial leadership during Relay Therapeutics’ transition to commercialization. Lead organization design, workforce planning, hiring strategy, leadership coaching, talent management, compensation planning, performance practices, employee relations, change management, and culture initiatives. Build the commercial organization and launch-ready workforce while aligning people strategy with enterprise priorities and supporting field-based, multi-state teams.

Leads human resources strategy and site HR operations for a complex, regulated CDMO manufacturing organization. Partners with senior leaders on workforce planning, talent management, succession, organizational design, leadership development, employee relations, and change management. Uses business, financial, and workforce analytics to guide decisions, leads an HR team, influences across a global matrixed organization, and supports talent attraction, engagement, retention, and organizational growth.

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.

Supports Adult Services leadership across Eastern Massachusetts by managing employee relations, engagement, investigations, performance management, conflict resolution, HR policy guidance, onboarding, HRIS reporting, leave management, benefits, training, and separation processes. The role also provides manager counseling, participates in unemployment hearings, and handles occasional after-hours on-call responsibilities.

Leads HR Enablement across the Americas, managing a regional team and partnering with executives, business leaders, Legal, and HR functions. Oversees organizational effectiveness, manager capability, workforce planning, employee experience, compliance, HR technology adoption, analytics, process improvement, and transformation initiatives. Drives consistent HR program execution across multiple sites and business units while optimizing resource deployment, implementing automation and AI-enabled solutions, and translating workforce insights into business actions.

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.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.

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.

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.

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 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.