Top HR Jobs in Boston, MA

Serves as the strategic HR Business Partner to Commercial Sales and Marketing leadership. Leads workforce planning, organizational design, talent strategy, sales hiring, onboarding, employee engagement, performance management, succession planning, and organizational development. Acts as HR lead for launch readiness, coordinating Talent Acquisition, Total Rewards, HR Operations, Learning and Development, Compliance, and Legal. Advises leaders through rapid growth, commercialization, organizational change, and infrastructure development while supporting an inclusive, high-performing culture.

Leads the College’s human resources function and advises the President and executive team on workforce strategy. Oversees talent acquisition, workforce planning, succession, culture, performance management, learning and leadership development, employee relations, compensation, benefits, compliance, HR systems, budgeting, and vendor relationships. The role manages HR staff and supports organizational change, employee engagement, and mission-aligned workplace practices across approximately 130 faculty and staff.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Coordinates payroll, benefits administration, HRIS maintenance, onboarding, offboarding, employee records, reporting, and routine HR support. Manages biweekly payroll in Paycom, benefits enrollments and open enrollment, employee data accuracy, I-9 records, orientations, employment changes, performance-process tracking, and HR communications. Provides responsive assistance to employees and supervisors while maintaining confidentiality, meeting deadlines, resolving routine issues, and escalating matters requiring HR judgment.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

Serves as a strategic HR advisor to corporate and site leaders, aligning people strategies with business goals. Leads organizational effectiveness, workforce planning, talent management, leadership development, change management, employee engagement, and employee relations initiatives. Uses workforce analytics to inform decisions, coaches leaders, manages HR risks, supports enterprise HR programs, and collaborates cross-functionally to improve scalable people practices.

Senior HR Business Partner supporting Engineering, Product, Marketing, and SEO/Content teams. Advises leaders on organizational growth, workforce planning, performance, compensation, employee relations, learning and development, employment law, and global People & Culture programs. The role partners with regional teams and immigration counsel, supports distributed teams, mentors HR colleagues, and works onsite in Cambridge at least three days weekly.

Coordinates human resources support across two skilled nursing communities, including recruitment, onboarding, employee relations, benefits, payroll administration, compliance, performance management, employee engagement, and retention. Maintains personnel records and HRIS data, supports timekeeping and leave administration, coordinates regulatory documentation, responds to unemployment and workers’ compensation matters, and serves as a resource for employees and facility leadership.

Serves as a strategic HR partner for a large retail region, supporting recruiting, staffing, employee relations, performance management, succession planning, training, diversity, compliance, compensation, engagement, and change management. Advises regional leaders, investigates workplace concerns, analyzes HR metrics, develops action plans, and ensures consistent execution of HR policies and programs across hundreds of stores. Regularly visits retail locations and collaborates with recruiting, training, and organizational development teams.

Coordinates HR operations across two skilled nursing communities, including recruitment, interviewing, onboarding, orientation, personnel records, benefits, payroll, timekeeping, leave administration, compliance, employee relations, performance evaluations, engagement, retention, unemployment, workers’ compensation, and regulatory documentation. Serves as a first point of contact for employees and partners with facility leaders to support staffing, policy compliance, and a positive employee experience.

Provides bilingual HR support for a manufacturing site, partnering with leaders on employee engagement, recruiting, onboarding, talent management, culture, employee relations, analytics, and compliance. Coaches frontline leaders, manages hourly hiring, organizes engagement activities, conducts investigations and exit interviews, maintains HR dashboards, audits HR processes, and ensures compliance with applicable laws and company policies.

Administers employee benefits programs, including health, retirement, disability, and flexible spending plans. Handles employee inquiries, enrollment, life-cycle transactions, HRIS updates, audits, vendor coordination, leave administration, COBRA, workers’ compensation, unemployment claims, and compliance reporting. Supports open enrollment, plan renewals, HR initiatives, and process improvements while maintaining confidential and accurate records.

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.

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.

Leads HR operations, HRIS administration, compliance, employee lifecycle processes, workforce reporting, benefits, vendor management, and annual HR programs. Partners with Payroll, Finance, Talent Acquisition, and cross-functional stakeholders to improve policies, workflows, automation, and employee services while maintaining accurate and confidential employee records.

Lead People Experience Operations across the Americas, define and operationalize a scalable global operating model, own Oracle HCM Cloud business processes and UAT, champion AI-enabled automation, ensure workforce data integrity and governance, partner cross-functionally to streamline employee lifecycle processes, and build and develop a high-performing People Experience Operations team.

Serves as a strategic HR advisor to senior leaders, aligning people strategies with business goals. Leads organizational design, workforce planning, succession planning, talent management, leadership development, change management, employee relations, and HR transformation initiatives. Partners with HR Centers of Excellence, uses workforce analytics to guide decisions, coaches leaders, and establishes metrics to improve organizational effectiveness and employee experience.

Supports People Operations for assigned client groups, including onboarding, I-9 processing, screenings, payroll and employee-status changes, personnel-file maintenance, data audits, PTO reconciliation, benefits and employee programs, invoices, communications, and termination administration. Provides employee and candidate support, coordinates with internal teams, maintains compliance, serves as backup for colleagues, and contributes to process improvements and standard operating procedures.

The HR Generalist manages employee relations, onboarding, HRIS records, employee files, accrual data, I-9 verification, and confidential personnel information. The role provides HRIS support, maintains employee databases in ADP and/or Deltek, responds to employee questions, and supports effective communication across the organization. A bachelor’s degree in Human Resources or Business and 6–10 years of HR experience are required.

Partner with business leaders to design and execute talent strategies across compensation, benefits, DE&I, learning, talent management, organizational design, and employee relations. Influence leaders, leverage data, collaborate with HR Centers of Excellence, drive talent pipeline and internal mobility, and improve engagement and organizational effectiveness.

Partners with executive leaders across Digital Americas, Sales, Operations, and Global Revenue Operations to align workforce planning, organization design, performance, succession, and leadership development with commercial growth. Leads HR transformation, coordinates Centers of Excellence and regional HR teams, and advances AI-enabled automation and scalable people strategies. Requires strong business and financial acumen, influence with senior stakeholders, and experience in global, matrixed, revenue-driven organizations.

Two-year rotational HR leadership program (three eight-month rotations) to develop HR competencies across talent management, acquisition, total rewards, and employee relations. Includes formal development, executive mentorship, process improvement, and project experience. Requires geographic mobility, onsite work, and completion of a Master’s degree in timeframe specified; compensation and relocation support provided.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administers and enhances Workday HCM and Learning, providing tier-one and tier-two support, maintaining security and data integrity, managing integrations, conducting audits, and supporting semiannual releases. Translates HR business needs into system solutions, leads testing, troubleshoots issues, monitors data quality, and partners with stakeholders and IT to improve processes and user experience.

Supports day-to-day HR operations across recruitment, onboarding, records administration, attendance, benefits, performance tracking, staff relations, and offboarding. Coordinates documentation, interviews, verifications, HR systems, payroll-related reports, audits, and process improvements while maintaining confidentiality and supporting employees, managers, and international stakeholders in a remote environment.