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.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

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.

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.

Provides strategic and operational HR support during a six-month leave-coverage contract. Advises program leaders, manages employee relations investigations and performance issues, supports workforce planning and retention, oversees HR processes, compliance, records, audits, unemployment claims, CORI reviews, and HR inquiries. Supervises administrative HR staff, improves workflows and templates, analyzes HR trends, and partners with leadership and legal counsel to ensure compliant, effective human resources operations.

Partners with executives and Sales division leaders to align people strategies with business priorities. Leads organizational transformation, workforce planning, talent development, succession planning, retention, inclusion, and change initiatives. Provides coaching and guidance to leaders, uses reporting and analytics to generate business insights, interprets financial reports, and collaborates with HR centers of practice to deliver employee lifecycle solutions.

Provides day-to-day human resources and personnel support for military, government civilian, and contractor personnel. Maintains personnel databases and records, manages in-processing and out-processing, tracks vacancies, duty assignments, military awards, reserve orders, deployment training, and organizational changes. Coordinates with leadership and functional teams, monitors personnel actions, represents division interests in meetings, and delivers weekly personnel status briefings. The position supports Department of War acquisition and program management offices onsite at Hanscom AFB.

Provides strategic and tactical HR partnership to a physician organization, advising leaders on organizational development, employee relations, staffing, compensation, engagement, change management, restructuring, and talent strategy. Coordinates with HR functions, supports employment-law compliance, manages enterprise HR programs, and develops solutions aligned with business objectives. The role requires strong consultation, communication, influence, project management, and conflict-resolution skills.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Own HR operations and total rewards programs, including employee lifecycle processes, HR systems, compliance, benefits administration, compensation analysis, open enrollment, vendor coordination, and workforce reporting. Partner with payroll, brokers, carriers, and HR leadership to improve processes, ensure data integrity, support employees and managers, and deliver HRIS and technology enhancements. This is an onsite manager-level individual contributor role with no direct reports.

Serves as the primary HR business partner for Campus Services units, advising leaders and employees on employee relations, labor relations, performance management, organizational design, talent development, compensation, recruitment, engagement, and change management. Leads HR programs, analyzes workforce data, supports reorganizations, advises on collective bargaining agreements, ensures policy and legal compliance, and coaches managers across unionized and non-union environments.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Leads full-cycle recruiting, sourcing, interviewing, offers, applicant tracking, and onboarding while serving as a strategic HR advisor to assigned teams. Provides guidance on employee relations, talent management, workforce planning, compensation, benefits, engagement, performance management, policies, and organizational effectiveness. Analyzes workforce trends and metrics, supports change management and inclusion initiatives, ensures employment-law compliance, and drives positive candidate and employee experiences.

Manages HR operations including HRIS data, Workday implementation support, employee lifecycle transactions, benefits and payroll coordination, compliance, reporting, onboarding, offboarding, and employee support. Maintains personnel records, handles unemployment administration, develops procedures, and improves HR processes while safeguarding confidential information.

Manages Harvard Library HR functions including position classification, compensation analysis, position management, HRIS reporting, compliance, performance management, and leadership development programs. Oversees HR processes from intake through communication, advises leadership on organizational changes, supports data integrity, and coordinates annual performance and compensation activities. The role is hybrid and based in Cambridge, Massachusetts.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Leads full-cycle recruiting across multiple functions and regions, developing sourcing strategies, screening and interviewing candidates, managing offers, maintaining ATS data, and partnering with hiring managers. Supports recruiting operations, reporting, background checks, vendors, onboarding, and recruiter training while ensuring compliance with employment laws and delivering strong candidate and hiring manager experiences.

The HR Business Partner develops and implements HR strategies across a multi-state region. Responsibilities include advising managers, talent management, performance management, learning and development, employee relations, policy compliance, investigations, change management, organizational initiatives, and HR metrics. The role partners with leadership, labor relations, recruiting, talent management, payroll, and HRIS teams to support business objectives and employee development.

Provides HR consulting to Staples’ U.S. Retail organization by advising store leaders, coaching managers, handling employee relations and performance matters, interpreting policies, supporting talent development and succession planning, implementing HR initiatives, and driving organizational effectiveness and change management.

Provides strategic and operational HR partnership to Harvard Law School research and technology centers. Advises leaders on organizational design, talent acquisition, employee relations, performance, compensation, change management, engagement, and workforce planning while aligning practices with university policies and supporting diverse, multidisciplinary teams.

Serves as the on-site HR partner for Boston restaurant and bar operations, supporting culture, performance management, employee relations, talent retention and development, compliance, training, recruitment, benefits, and payroll inquiries. The role leads investigations, accommodations, workers’ compensation, leave management, employment-practices audits, and policy implementation while partnering with operational leaders and the New York home office.

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.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Provides day-to-day human resources support for military personnel, government civilians, and contractors. Maintains personnel databases and records, manages in-processing and out-processing, updates vacancy and organizational manpower documentation, tracks awards and personnel actions, coordinates Reserve orders and funding, manages deployment training requirements, and delivers personnel status briefings to senior leadership.