Top HR Jobs in Boston, MA

Provide administrative support to the Human Resources department, reporting to the Assistant Director. Perform clerical tasks, maintain confidentiality, use PC software for word processing/databases, support HR scheduling and deadlines, handle occasional travel and physical tasks including lifting up to 75 pounds.

Lead HR strategy and operations for the Americas region, supporting full employee lifecycle, advising commercial leaders on workforce planning, compliance, ER, compensation, talent and development, and building HR infrastructure to support growth.

Lead ACCC's HR function as a strategic partner to executive leadership. Own talent acquisition, employee relations, compensation and benefits, compliance, organizational development, HR operations, workforce planning, and HR metrics while fostering culture, leadership development, and continuous improvement.

Serve as strategic HR advisor to Private Bank leadership: design compensation and incentive programs, lead org design and workforce planning, drive large-scale change and talent strategies, use workforce analytics to inform decisions, partner with Rewards, Talent Acquisition, and Finance to align people plans to business goals and regulatory requirements.

Lead HR strategy and execution for a rapidly scaling biotech: workforce planning, full-cycle recruiting, org design, compliance across states, HRIS optimization, performance management, total rewards and compensation strategy, manager coaching, and establishment of audit-ready HR processes.

The Director of HRIS & Analytics leads strategic direction for HR systems and analytics, overseeing enhancements, data integrity, and collaboration across departments while managing a small HRIS team.

Manage semi-monthly multi-state payroll using UKG, ensure payroll compliance and audits, serve as UKG HRIS administrator, support onboarding/offboarding and integrations, provide user support and training, produce HR reports and analytics, lead process improvements and vendor management, and assist with broader HR functions.

The HR Assistant supports the HR department by managing administrative tasks, recruitment support, onboarding new employees, maintaining records, and assisting with performance evaluations.

Provide day-to-day HR support across onboarding, recruiting, employee relations, compliance, and HR administration. Own end-to-end onboarding, manage recruiting for assigned roles, advise managers on performance and investigations, support training/compliance and safety initiatives, maintain HRIS/ATS records, and deliver HR metrics and projects to improve employee experience across multi-site operations.

Manage HRIS tasks (onboarding, terminations, employee changes, reporting), maintain employee records, support benefits and compensation administration, advise on employee relations and compliance, assist recruitment and background checks, and handle general HR inquiries and projects.

Senior HR Business Partner providing strategic HR support to Commercialization functions (Global Commercial Strategy, Pricing & Access, Global Pricing, HEOR). Leads talent strategy, organizational design, workforce planning, succession, change management, and commercial transformation initiatives. Partners with Commercial Transformation leadership and a shared People Advisor to align people strategies with business priorities and implement new operating models using data-driven insights.

Serve as a trusted HR business partner executing HR processes (compensation, performance, talent acquisition), drive talent management (workforce and succession planning), advise leaders, manage employee relations and ethics investigations, collaborate with COEs, and implement HR policies and development strategies to support business objectives within the Systems Engineering & Test Capabilities organization.

Manage workers' compensation, injury-on-duty (111F), FMLA, ADA accommodations, and other leave programs. Serve as case manager and liaison with employees, medical providers, vendors, and managers; ensure compliance, maintain confidential records, prepare reports, recommend safety improvements, and support return-to-work processes.

Lead internal HR for a fast-growing HR tech firm: build scalable HR infrastructure, own HRIS/HCM optimization, manage internal recruiting, onboarding/offboarding, performance and career development, ensure multi-state compliance, drive organizational design and employee engagement, and advise executive leadership on strategic people matters.

Temporary HR administrative role supporting DNCR Zoo: assist with onboarding and new-hire paperwork; greet and help employees, applicants, and visitors; scan, file, and maintain personnel records; monitor and respond to the HR shared mailbox; prepare HR communications and announcements; assist with employee ID badge administration and related recordkeeping.

The Vice President of Compensation leads global compensation programs, ensuring effective pay equity and compliance while collaborating across departments. The role includes designing compensation strategies and managing long-term incentives.

Lead HR strategy for Harvard Business Publishing as a strategic advisor to senior leaders. Drive organization design, workforce and succession planning, talent management, change initiatives, employee relations, people analytics, and develop a high-performing HRBP team in partnership with HR centers of excellence.

Serve as VP HR Business Partner for Flagship Labs (≈110 people). Lead HRBP team, shape talent strategy, org design, change management, performance, development, employee engagement, and partnering with TA and Talent Development to align HR solutions with business goals.

Lead HR operations for FAS, managing a team that processes lifecycle transactions, leaves, and accommodations. Drive service delivery standards, metrics, process redesign, HRIS/data initiatives, cross-functional partnerships with Finance/Payroll, and ensure compliance with employment laws and collective bargaining agreements.

The HR Business Partner Senior Director will lead HR initiatives in commercial business units, managing talent strategies, performance management, and organizational change, while working closely with senior leadership teams.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Strategic individual contributor partnering with C-suite and senior leaders across G&A, GTM, and Clinical to shape org strategy, structure, talent, and leadership. Drive hiring, performance management, restructuring, and organizational effectiveness during rapid growth, coaching leaders to build high-performing teams and reduce friction while scaling.

Contract fractional HR generalist to own HR operations: payroll and HRIS (Rippling), benefits administration, compliance, systems automation and documentation, onboarding/recruiting support, and vendor coordination. Expected ~15 hrs/week for an initial 6-month engagement, with deliverables and system audits in the first 90 days.

Provide day-to-day HR operational and administrative support across HR Operations and Employee Relations. Maintain employee records, support HR policies, onboarding, engagement initiatives, HR reporting, investigations, and coordination with Talent Acquisition to ensure compliant, consistent HR processes and a positive employee experience.

Serve as a strategic HR advisor to U.S. leaders, driving organizational design, talent management, performance, and employee relations. Partner cross-functionally on hiring, workforce planning, succession, and change initiatives. Use workforce data and AI tools to inform recommendations, automate HR processes, improve operations, and foster an inclusive culture.