Top HR Jobs in Boston, MA

Lead HR technology strategy and a team to build scalable HR data and analytics platforms. Oversee Workday, ServiceNow, Phenom, Cornerstone, Anaplan, and data management (Databricks, Mango, SQL). Drive automation, AI adoption, governance, vendor management, cross-functional alignment, and workforce analytics to improve workforce planning, retention, engagement, and performance.

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.

Manage site-level HR functions including recruitment, onboarding, benefits administration, payroll processing, personnel file maintenance, HRIS recordkeeping, and compliance with federal and state employment regulations. Support employee relations and performance evaluation programs.

Lead HR strategy and operations for a mission-driven nonprofit. Oversee recruitment, performance management, compensation and benefits, employee relations and investigations, HR policy, compliance, HRIS administration, benefits and leave programs, HR metrics, and a team of HR professionals. Partner with leadership to drive organizational effectiveness, culture, DEI, and workforce planning.

Senior individual-contributor HR leader partnering with the CDIO to lead people strategy for Data/Technology/AI. Owns talent strategy, org design, workforce planning, change leadership, leadership development, succession planning, and AI-enabled HR analytics to scale technical capability and improve organizational effectiveness across the enterprise.

Provide administrative and operational support to Global Diversity, Equity & Inclusion and Talent Enablement teams. Manage executive calendars, travel, expenses, event coordination, RFP/RFI client support, vendor relationships, and project coordination to automate HR processes and deliver learning and development programs.

Serve as a strategic HR partner to senior leaders across corporate functions, advising on organizational effectiveness, change management, workforce planning, talent reviews, succession, leadership development, employee relations and investigations, performance coaching, and people analytics. Drive integrated HR solutions with TA, Total Rewards, and L&D, ensure legal and policy compliance, mitigate people-related risks, and scale HR programs to support growth.

Manage HR data accuracy, audit and compliance activities, records management, payroll and benefits account reconciliations, and produce HR reports. Provide administrative and operational HR support within a shared services team, handling high-volume transactional work and sensitive employee information.

Serve as a hands-on HR business partner providing coaching and consultative support to leaders and employees across talent management, training and development, succession planning, employee relations, compensation, recruitment, and HR administration. Lead training design and delivery, conduct investigations, recommend disciplinary actions, maintain HR records and compliance, support SOX audit activities, and drive HR projects and policy implementation.

Lead Employee Relations and serve as HR Business Partner for Legal and Signal Technologies. Conduct complex investigations, develop and implement compliant policies and HR processes, coach managers, support compensation, talent and performance programs, and present HR solutions to drive employee engagement and business results.

Support HR Relationship Managers and investment teams on talent management, performance and compensation processes, HR reporting/analytics (including DEI trends), onboarding, global mobility, and project-managing strategic talent initiatives.

Support administration and improvement of global compensation programs and job architecture. Manage compensation surveys, benchmarking, Workday-enabled processes, annual compensation cycles, incentive plan administration, data integrity/auditing, reporting/analytics, and cross-functional coordination with HR, Finance, Legal, Payroll, and Recruiting.

Provide day-to-day HR guidance and own employee relations cases including investigations, documentation, and resolution. Coach managers on performance, behavior, and conflict; support HR operations, case management, and core people processes. Identify trends, maintain SOPs and HR metrics, and partner with HR Business Partners, legal, and Centers of Excellence to ensure consistent policy execution and improved manager capability.

Support payroll processing, reconciliation, and compliance (including garnishments and tax notices); manage HR data integrity and reporting; resolve escalated Tier 2/3 HR operations tickets; partner with HR, payroll, benefits, finance and IT; identify trends and recommend process improvements; maintain documentation and confidentiality; support HR systems testing and process enhancements.

Serve as a strategic HR partner to managers across G&A, R&D, and GTM, guiding performance management, employee relations, investigations, organizational effectiveness, talent development, and workforce planning. Coordinate with HR Centers of Excellence to deliver integrated people solutions, analyze workforce data to inform decisions, support organizational change, and drive HR programs and continuous improvement to enhance manager capability and employee experience.

Support HR operations for the Americas region by managing Workday entries, onboarding/offboarding, offers, background checks, I-9 processing, vendor and invoice management, and recruiting operations. Partner with Talent Acquisition, Finance, and hiring managers to improve processes and ensure accurate, timely HR transactions.

Provide administrative support to the Human Resources Division, including onboarding coordination, HRIS record maintenance (BambooHR), managing personnel and compliance records, operating the HR ticketing system, maintaining SharePoint resources, supporting HR leadership with projects and process improvements, and serving as a primary contact for staff and the public.

Provide strategic HR leadership for corporate functions in a global matrix environment. Partner with leaders on talent attraction, performance management, employee relations, compensation, organizational development, change initiatives, HR analytics, and HRIS implementation while driving engagement, retention, and organizational effectiveness.

The HR Technology & Operations Lead will enhance HR operations, overseeing HR systems, compliance, and payroll, fostering data integration and streamlining processes for scalability.

Senior HR leader serving as strategic advisor to senior leadership across North America and global product teams. Lead organizational design, workforce planning, talent and leadership development, data-driven people insights, operational HR excellence, and matrixed collaboration. Drive culture, change, and scalable HR programs while managing one direct report.

Serve as the dedicated HR partner for US-based tech teams, managing the full employee lifecycle, coaching managers, leading org design and performance calibration, administering Paylocity, performing HR data analysis and reporting, and driving strategic HR initiatives.

Serve as a strategic HR partner managing employee relations, compliance, HRIS (ADP) administration, benefits, leave/ADA and workers' comp, recruitment/onboarding, performance management, and HR reporting to support an engaged, compliant workforce.

Provide administrative and operational HR support across hiring, onboarding, offboarding, records management, shared services intake, and routine reporting. Coordinate preboarding, I-9/E-Verify, equipment/badge logistics, exit processes, maintain HRIS files, respond to HR inquiries, and support audits and administrative workflows to ensure compliance and consistent employee experience during a 12-week temporary-to-permanent assignment.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.