Top HR Jobs in Boston, MA

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.

Lead HR risk, compliance, and policy programs partnering with Legal, HRIS, Payroll, and Finance. Build monitoring controls, run adverse impact and workforce analytics, manage OFCCP responses, develop SOPs, trainings, communications, and automated reporting tools. Drive policy governance, health & safety programs, and project manage cross-functional HR integrations and compliance initiatives.

Lead HR business partnering for R&D and Tech Ops & Quality, delivering strategic HR programs (talent acquisition, performance, compensation, succession, development), advising leaders on org design and change, driving employee relations and engagement, and implementing people processes to support business objectives across US and global organizations.

Provide HR generalist support including HRIS management (new hires, terminations, reporting), employee records, benefits and compensation administration, employee relations, compliance with labor laws, recruitment support, and ad hoc HR projects.

Partner with executive leaders across Digital Americas Sales and Global Revenue Operations to lead workforce planning, organization design, performance management, leadership development, succession, and HR transformation. Orchestrate COEs and regional HR, drive AI-enabled automation and people analytics, influence talent and financial trade-offs, and embed a scalable HR operating model to enable commercial growth and operational discipline.

Lead HR strategic partner for global Operations, designing and executing multi-year talent strategies, organizational design, career frameworks, succession planning, people analytics, performance and workforce programs, complex employee relations, and global-to-local HR integration across multiple geographies to enable scaling and operational efficiency.

Manage Americas Employee Support profile: respond to HR inquiries via ticketing system, partner with HR functions, support HR systems and upgrades, lead HR projects, and manage full lifecycle of leaves of absence and accommodations ensuring compliance.

Administer U.S. employee benefits and leave programs, coordinating leave cases with vendors, processing enrollments and changes in Workday, managing vendor invoices and reconciliations, supporting open enrollment and compliance (ACA), responding to employee inquiries, maintaining HR records and SOPs, and partnering with Payroll, HRIS, Finance, and HRBP teams to ensure accurate, compliant HR operations and a positive employee experience.

Coordinate full employee lifecycle (onboarding, offboarding, I-9/CORI/fingerprinting), maintain HR records in systems, support payroll and compliance, assist recruitment (phone screens, reference checks, events), generate HR reports, manage HR inbox, and partner with Talent team to improve workflows and candidate/employee experience.

The HR Manager will oversee HR activities, leading talent development, recruitment, compliance, and employee relations. This role aims to enhance employee engagement while ensuring compliance with employment laws and regulations.

The HR Business Partner will align human capital strategies with business objectives, lead change initiatives, and enhance workforce agility while collaborating with senior leaders in a global setting.

The HR Compliance Manager leads employment compliance at DLA Piper, ensuring adherence to laws and policies through audits, training, and risk assessments while collaborating with leadership and stakeholders.

The HR Project Manager will lead HR initiatives, manage cross-functional projects, and collaborate with HR teams to optimize organizational effectiveness and improve HR service delivery.

The Associate Director, HR Business Partner leads strategic people initiatives, partners with senior leaders, and drives organizational effectiveness at Sarepta. Key responsibilities include talent management, organizational design, change management, and employee engagement.

The HR Business Partner supports operational HR activities, talent management, performance management, and employee engagement while acting as an advisor to management.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Provides HR operational support with a focus on Total Rewards: benefits administration (enrollment, COBRA, leave/disability, vendor invoices), open enrollment, audits, tuition reimbursement, wellness and matching gift programs, HCM data entry, timekeeping oversight, department administrative tasks, and customer service to employees and vendors.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Serve as strategic HR leader and change agent for Regulatory, Clinical, Medical, Research and G&A functions. Partner with senior leaders on workforce planning, organizational design, talent development, performance and employee relations. Coach leaders, implement talent solutions, support change initiatives, and collaborate with Talent Acquisition, Total Rewards, Employee Experience and Commercial HRBPs to drive organizational capability and engagement during company growth.

Serve as a strategic HR partner to executives and leaders, advising on organizational design and talent strategy; manage complex employee relations and investigations; execute people programs (merit cycles, performance reviews, engagement surveys); maintain HRIS data and people analytics; drive change initiatives and champion an inclusive culture across US and EMEA.

Serve as Harvard's senior HR executive, setting enterprise people strategy, modernizing HR policies and services, strengthening culture and labor relations, and leading a central HR team supporting ~6,000 employees across a decentralized university.

Serve as a trusted HR advisor for Biomedical Research: deliver end-to-end P&O lifecycle support, implement P&O transformation, coach leaders, manage employee relations and compliance, leverage Workday and AI-enabled analytics, and partner with COEs and business stakeholders.

Partner with managers to provide HR counsel on performance management, coaching, discipline, and employment law. Conduct workplace investigations, handle unemployment hearings and corrective actions, administer leaves and suspensions, and manage high-volume recruiting, offer negotiation, and new hire onboarding. Support manager development and respond to employee/manager concerns.

The HR Manager leads HR operations at a manufacturing site, fostering employee relations, strategic talent planning, and partnering with site leadership to drive organizational success.

The Senior Manager of HR Operations will oversee HR functions, focusing on efficient processes, compliance, and enhancing employee experiences in a biotech environment.