Top HR Jobs in Boston, MA

Serves as a strategic HR partner to senior leaders across operations, finance, and R&D. Advises executives on organization effectiveness, talent strategy, leadership development, workforce planning, culture, succession, and business transformation. Leads people and organization initiatives, including organization design, change leadership, talent reviews, performance management, and total rewards. Uses business insights to align HR strategies with organizational priorities and performance in a complex global environment.

Supports the full employee lifecycle, including recruiting, onboarding, HR systems and data integrity, benefits and compensation processes, training, performance support, compliance administration, events, reporting, personnel files, and employee communications. The coordinator also processes invoices, monitors the HR inbox, maintains documentation, administers HIPAA training, and assists with HR projects while ensuring confidentiality, accuracy, and a positive employee experience.

Serve as the primary HR contact for factory employees and frontline managers. Manage hourly workforce onboarding, employee questions, documentation, investigations, performance actions, HR records, I-9 compliance, wage and hour practices, OSHA logs, workers’ compensation, audits, and Rippling data. Coordinate recruiting vendors, track retention and feedback, support employee moves and promotions, and partner closely with factory operations leadership on staffing and compliance.

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

Serves as the strategic HR advisor to Sales and Marketing leaders in a high-growth SaaS environment. Responsibilities include talent reviews, performance management, organizational design, workforce planning, leadership coaching, change management, complex employee relations, compensation and sales incentive advising, workforce analytics, and cross-functional people-program implementation.

The Human Resources Generalist coordinates recruitment from job postings through background checks, partners with hiring managers, maintains ATS records, and supports onboarding, orientation, training, employee referrals, benefits, recognition, engagement, wage increases, and HR audits. The role serves as a primary contact for candidates and new employees while providing administrative support for broader HR programs.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Executive HR leader responsible for scaling a distributed workforce across U.S. and Canadian manufacturing sites and remote corporate teams. Leads site expansion hiring, manager coaching, performance management, succession planning, onboarding, career architecture, HR technology automation, workforce analytics, labor relations, compliance, payroll, safety, and employee engagement. The role requires transforming HR into a proactive, low-bureaucracy business partner while supporting rapid growth and geographic footprint changes.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

The HR Compliance Analyst supports the HR compliance governance program by monitoring regulatory developments, coordinating implementation activities, maintaining compliance inventories and documentation, tracking risks and obligations, preparing dashboards and reports, and supporting audits and regulatory reviews. The role partners with Legal and multiple HR functions, manages compliance vendors, maintains policies and tools, coordinates training and action items, and identifies process improvement and automation opportunities.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

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.

Supports day-to-day human resources operations for a municipal government, including policy implementation, regulatory compliance, employee relations, payroll and budget functions, leave administration, onboarding, personnel transactions, I-9 audits, records management, unemployment compensation, and public-facing assistance. Coordinates civil service hiring processes, maintains HR data, supports managers and employees, and oversees seasonal and part-time staff.

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.

Supports recruitment, resume screening, interview scheduling, candidate communications, onboarding, employee engagement, record maintenance, HR reporting, data analysis, process improvement, documentation, and general HR administration. The intern gains practical experience with core HR functions, HR systems, and employee initiatives while working remotely with the People and Culture team.

Provides strategic HR leadership for a global commercial team, partnering with leaders on people strategy, organizational transformation, talent and succession planning, performance, compensation, employee relations, engagement, and workforce analytics. Advises leaders, supports enterprise initiatives, manages change, builds organizational capability, and aligns HR programs with business objectives across a global matrix organization.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

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.