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.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

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.

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.

Supports Adult Services leadership across Eastern Massachusetts by managing employee relations, investigations, performance management, conflict resolution, HR policy guidance, onboarding, separations, HRIS reporting, training, leave management, benefits, and related HR operations. Provides manager counseling, participates in unemployment hearings, and handles occasional on-call responsibilities.

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.

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.

The Senior HR Business Partner aligns HR strategies with business operations, advises leaders on workforce planning, engagement, performance, retention, and employee relations, and coordinates support across HR functions. The role analyzes workforce metrics, guides policy implementation, supports investigations and compliance, leads HR projects, mentors HR staff, and maintains on-site relationships across multiple Massachusetts locations.

Leads comprehensive HR operations for a multi-trade home services company, including recruiting, employee relations, compliance, benefits, 401(k), payroll, compensation, safety programs, credential management, performance reviews, HRIS administration, and organizational development. Partners with managers and employees to support culture, performance, training, labor-law compliance, risk mitigation, and workforce planning.

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 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.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

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.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.