Top HR Jobs in Boston, MA

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports core HR operations, employee inquiries, HRIS records, compliance reporting, employee engagement surveys, and workplace initiatives. Partners on learning and development programs, onboarding, internal events, culture activities, and process improvements. The role requires strong communication, adaptability, collaboration, and the ability to work onsite three days per week in Boston.

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.

Supports day-to-day HR operations, including employee inquiries, onboarding and offboarding, benefits and leave administration, payroll changes, records management, compliance, employee relations, recruiting support, reporting, engagement initiatives, and bilingual HR training. The role requires onsite attendance, English and Portuguese fluency, strong Excel and Microsoft Office skills, confidentiality, accuracy, and effective prioritization.

Lead the global Workday integration following the Axcelis-Veeco merger and establish it as the HR system of record for approximately 3,000 employees. Set the HR technology roadmap, governance, data standards, reporting, and release management practices. Translate business needs into Workday solutions, lead the HRIS team, manage external partners, and support workforce analytics, compliance, and scalable operations across manufacturing and corporate environments.

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 a strategic HR advisor to senior leaders in Legal, Finance, and IT. Translates business strategy into people strategy, leads workforce planning, organization design, succession planning, leadership development, and change initiatives. Uses people data, analytics, and AI-enabled tools to guide decisions and measure HR impact. Partners with HR centers of excellence and shared services to address complex people matters and ensure consistent execution in a complex global environment.

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.

Own hands-on HR operations, including multistate compliance, policy updates, payroll and benefits escalations, leave questions, compliance audits, handbook refreshes, and process improvements. Review HR administration work and help develop AI-native HR processes. The role is expected to grow into broader day-to-day HR operations ownership.

Own hands-on HR operations, including multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. Review HR administration work, resolve complex employee questions, and introduce AI-native approaches to reduce repetitive work. The role is expected to grow into broader day-to-day HR operations ownership.

The Director of Human Resources partners with senior Sales, Marketing, and Medical Office leaders to develop and execute talent and organizational strategies. Responsibilities include organizational design, workforce planning, leadership development, talent reviews, succession planning, performance management, and executive coaching. The role assesses capability gaps, strengthens organizational effectiveness, and aligns HR initiatives with business priorities and growth.

The Senior HR Advisor serves as the senior regional authority for employment compliance, employee relations investigations, policy development, complex leave and accommodation matters, and immigration oversight across the Americas. The role coaches managers, partners with Legal and People Operations, supports acquisition-related policy harmonization, monitors workplace trends, and helps build AI-enabled HR workflows using tools such as HiBob and Claude. This hybrid position is based in Tempe, Arizona.

Serves as a strategic HR advisor to regional business leaders, guiding organizational design, workforce planning, talent management, succession planning, performance management, employee relations, change management, and compliance. Uses workforce data to recommend people strategies, partners with Talent Acquisition and HR specialists, supports manager coaching and employee development, and helps resolve conflicts. This hybrid role is based in San Diego, includes regional campus travel, and requires confidentiality, strong communication, and executive influencing skills.

Supports the full employee lifecycle, including recruiting, onboarding, employee relations, benefits, compensation, HR operations, compliance, performance management, engagement, and offboarding. Maintains HRIS records, supports multi-state employment compliance, assists with audits and reporting, advises managers and employees, and analyzes HR metrics. The role requires strong organization, discretion, communication, and experience managing HR processes in a multi-state workforce.

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.

Serve as a strategic HR advisor to senior leaders across Corporate Functions, guiding workforce planning, talent strategy, succession, organizational design, leadership effectiveness, change management, budgeting, and complex employee relations. Partner with HR teams, Legal, Finance, and corporate executives to align people priorities with business objectives, use workforce analytics for decision-making, and proactively address organizational risks and opportunities.

Own full-cycle recruiting across the company, including sourcing, screening, hiring-manager partnership, offers, recruiting metrics, and employer branding. Manage key HR operations such as preboarding, onboarding, offboarding, HRIS records, employee support, reporting, and process improvements. Coordinate with IT, Finance, leadership, and hiring managers while maintaining confidentiality and delivering a strong candidate and employee experience.

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.