Top HR Jobs in Boston, MA

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.

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.

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.

Manage HR and Payroll transformation projects, leading assessments, system implementations, and process redesign while building client relationships and mentoring teams.

The Human Resources Manager executes HR strategies, supports the employee lifecycle, ensures compliance, and partners with management on operational excellence and staffing needs.

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 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.

Contract HR Manager to lead HR strategy and core HR programs (employee relations, performance, compensation, benefits, talent development). Serve as strategic partner to leaders and VP Growth Operations, drive recruitment and onboarding partnering with recruiting, ensure compliance with employment laws, support payroll operations (ADP Workforce Now), and implement targeted programs to close talent gaps and build a high-performance culture.

The Director, HR Business Partner will lead HR initiatives, workforce planning, and employee engagement while aligning HR strategy with business objectives to foster a high-performance culture. Responsibilities include coaching managers, addressing complex employee relations, and collaborating across HR functions to enhance organizational culture.

The HR Talent Acquisition Coordinator manages interview logistics, candidate correspondence, and recruitment processes, ensuring a seamless experience for applicants and hiring teams.

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

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.

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.

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 the strategic HR partner to the Chief Digital & Information Officer and DTE leadership, driving organizational design, talent strategy, workforce planning, change leadership, leadership coaching, and analytics-driven HR initiatives to enable execution of Data, Technology, and AI priorities.

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.

Lead and develop a Talent Strategy team to partner with senior leaders on workforce planning, organizational design, change management, performance and succession programs, and AI-enabled HR solutions. Drive data-driven talent decisions, scale people practices, coach leaders, and collaborate with TA, People Ops, Rewards, and HRIS to connect talent strategy to business outcomes.

Lead HR technology strategy and operations, overseeing a global team to enhance Workday solutions and streamline HR processes for talent management and administration.

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.

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.

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 strategic HR partner to corporate executive leadership, driving people strategy, organizational design, talent management, change management, leadership development, DE&I initiatives, and integration of HR functional programs to enable business objectives and succession readiness.

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.

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.