Top HR Jobs in Boston, MA

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.

Manage HR administration across onboarding, orientation, offboarding, employee records, HRIS data audits, payroll changes, interview coordination, recruiting support, employee inquiries, benefits backup, documentation, and HR projects. Provide administrative support to Corporate Services, Administrative, and Marketing teams, coordinate meetings and materials, maintain confidentiality, and assist with process improvements and employee events.

Maintains confidential HR files and documentation, performs scanning and administrative tasks, supports recruiting activities, and assists the HR Director with HR projects. The role requires strong organization, attention to detail, multitasking ability, computer proficiency, and a professional team-oriented demeanor. A bachelor’s degree in Human Resources or Business is required; office experience and related internship experience are preferred.

Partners with business leaders and employees on employee relations, performance management, talent development, workforce planning, organizational effectiveness, and change initiatives. Conducts investigations, analyzes workforce data, supports talent and HR programs, and contributes to organizational design, integrations, acquisitions, employee engagement, and strategic projects. The role collaborates with HR Centers of Excellence and provides coaching, recommendations, and policy guidance across assigned client groups.

Own US benefits administration and support global employee lifecycle processes, including onboarding, offboarding, leave, policies, documentation, and employee inquiries. Maintain HR self-service resources, coordinate with benefits vendors, partner with HRBPs and cross-functional teams, and support performance cycles, employee engagement, and other People Operations initiatives.

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.

Serves as the on-site HR partner for a remote lodge workforce. Responsibilities include employee relations, investigations, supervisor coaching, staffing, onboarding, retention, employment-law compliance, leave administration, workers’ compensation support, HRIS records, training, and culture initiatives. The role requires living on site during extended rotations, working with frontline employees and leaders, and responding to urgent employee matters when needed.

Own hands-on HR operations, including multi-state compliance, policy updates, annual compliance audits, handbook refreshes, payroll and benefits escalations, leave questions, and process improvement. The role also reviews HR administration work, helps integrate AI into HR operations, and grows into broader day-to-day HR operations management. Candidates need in-house generalist experience, strong judgment, and comfort handling payroll, benefits, and compliance in a fast-paced, multi-state environment.

Own hands-on HR operations across multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. The role will lead the annual compliance audit and handbook refresh, review HR administration work, resolve complex employee questions, and help redesign HR operations using AI. Requires in-house generalist experience in a fast-paced, multi-state environment.

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.

Supports HR operations, compliance, onboarding, employee records, certifications, training, reporting, events, culture initiatives, proposal resume preparation, acquisition integration, and process improvement. The role partners with Talent Acquisition, manages HRIS data and onboarding documentation, conducts orientations, maintains personnel files, prepares reports, and supports employee communications and company programs.

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.

Recruit technical field technicians nationwide by posting jobs, sourcing candidates, conducting screenings, coordinating interviews, and maintaining talent pipelines. Manage onboarding, background checks, tax and payment documentation, employee and contractor records, compliance and insurance tracking, and technician inquiries. Support HR leadership with policy implementation, reporting, and administrative tasks while managing high-volume recruiting across multiple time zones.

Supports the full range of HR functions, including recruiting, onboarding, employee relations, compliance, HRIS administration, payroll and benefits support, compensation analysis, performance programs, and HR projects. Partners with employees, managers, and HR leadership on investigations, policies, employment law compliance, reporting, and talent initiatives. The role also leads regional projects and identifies opportunities to use AI tools to improve HR processes and employee experience.

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.

The HR Generalist partners with U.S. employees and managers on employee relations, benefits, leave and accommodations, compliance, and HR operations. Responsibilities include administering health and welfare benefits, 401(k) plans, payroll deductions, open enrollment, compliance filings, policies, investigations, performance processes, and HR documentation. The role also researches employment requirements, resolves sensitive issues, improves processes, and collaborates with payroll, finance, legal counsel, vendors, and HR leadership.

Leads CNI’s enterprise HR function across employee experience, total rewards, HR operations, talent acquisition, workforce engagement, and learning. Partners with the Chief People Officer to execute people strategy, transformation, governance, compliance, workforce planning, and organizational change. Advises executives, leads HR directors, strengthens operational performance, uses workforce analytics, and ensures scalable, compliant HR practices across multiple companies, contracts, and geographically dispersed teams.

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.

Administers HR systems and employee data, including UKG, HRIS workflows, audits, reporting, onboarding, offboarding, performance management, personnel records, I-9 compliance, and LMS training. Supports recruiting coordination, employee and manager inquiries, system troubleshooting, vendor coordination, process improvements, and cross-functional HR operations while maintaining accurate and confidential records.

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.

Leads the hotel's human resources strategy, including employee relations, recruitment, compensation, compliance, learning and development, engagement, succession planning, and associate culture. Advises the General Manager and executive team on human capital matters, oversees employment law compliance and investigations, coordinates training and onboarding, manages HR budgets and records, and partners with management to foster an inclusive, high-performing workplace.

Assists the Director of Human Resources in leading hotel HR operations, including recruitment, employee relations, investigations, benefits, training, compliance, safety, compensation, succession planning, associate engagement, and labor-law adherence. Supervises HR staff, advises hotel leadership, manages onboarding and terminations, supports budgeting and audits, coordinates recruiting events, and assumes the Director’s responsibilities when absent.

Provides administrative support to the Human Resources team and SVP of HR. Maintains confidential personnel files and HR systems, manages leave-of-absence documentation and inquiries, prepares reports, supports compliance audits and I-9 verifications, updates state leave requests, coordinates meetings, reconciles invoices, and performs general office duties. Requires strong organization, confidentiality, communication, multitasking, and Microsoft Office skills.

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 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.