Top HR Jobs in Boston, MA

Serve as an HR Business Partner to four to five divisions while leading company-wide recruiting, learning and development, compliance, and immigration. Advise leaders on organizational design, employee relations, workforce planning, and people matters. Own full-cycle recruiting through JazzHR, develop talent attraction strategies, create manager and employee training programs, and manage immigration casework with outside counsel. Provide broader HR support across compensation, benefits, onboarding, and offboarding during a planned team transition.

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

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.

Lead human resources strategy and operations across three hospitality properties. Manage recruitment, employee relations, training, compliance, payroll, benefits, performance management, engagement, retention, budgets, and reporting. Provide HR coaching to property-level leaders, oversee labor-law compliance, and support a positive organizational culture.

Manage HR classification, compensation, and position management for Harvard Library; serve as HRIS data analyst and Authorized Requestor; lead performance review processes; support programs, student worker activities, and HR policy updates and training.

Coordinates high-volume HR employee lifecycle transactions, including preboarding, onboarding, offboarding, records management, employee services, and discount programs. Serves as the frontline contact for HR inquiries through shared inboxes and hotlines, maintains confidential employee records, processes invoices, supports office administration, and contributes to HR process improvement. The role is hybrid in Wakefield, Massachusetts, with periodic travel to Brockton.

Partners with Digital, Finance, and Legal leaders on workforce planning, talent strategy, organizational design, capability building, performance, succession, engagement, and employee relations. Coaches leaders, leads HR initiatives, supports organizational change, improves HR processes, and uses data and emerging technologies to enhance workforce insights and employee experience in a fast-paced, matrixed biotechnology environment.

Maintains employee data and personnel files in Workday HCM, conducts data audits, resolves discrepancies, supports HR processes such as onboarding, open enrollment, performance cycles, merit increases, job changes, terminations, compensation updates, and reporting. Ensures data privacy, compliance, and accurate processing of confidential information while documenting procedures and responding to routine HR system inquiries.

Serves as a strategic HR advisor to senior leaders, aligning people strategy with business objectives. Leads workforce planning, talent management, organizational design, leadership coaching, employee engagement, performance management, compensation cycles, and organizational change initiatives. Partners with HR Centers of Excellence and internal teams to implement HR programs, use workforce data, resolve complex HR issues, and support risk and regulatory compliance across multiple business lines.

Coordinates HR operations across onboarding, I-9 and CORI background checks, benefits and payroll liaison work, HRIS and personnel record maintenance, recruitment logistics, offboarding, compliance tracking, and employee support. Administers Paylocity processes, reconciles benefits invoices, supports leave administration, and ensures accurate, confidential, and compliant employee lifecycle documentation.

Partner with executive leaders across Digital Americas Sales, Operations, and Global Revenue Operations to shape workforce planning, organization design, performance, succession, and leadership development. Lead the people agenda for commercial transformation, align talent decisions with business and financial outcomes, and coordinate HR centers of excellence and regional teams. Drive AI-enabled HR process simplification, automation, productivity, and scalable operating discipline in a global, matrixed environment.

Manage recruitment, high-volume hiring, onboarding, and employee lifecycle activities. Partner with leadership on HR strategy and workforce planning, ensure compliance with employment regulations, handle employee relations, and coordinate HR initiatives and organizational projects.

Serve as a strategic HR partner for ~300 consultants across multiple U.S. offices. Advise leaders on talent strategy, performance management, employee relations, change initiatives, workforce planning, and DEI. Lead HR projects, ensure compliance with employment laws, partner with HR functions (Compensation, TA, L&D), coach leaders, and drive engagement and retention efforts across the region.

Provide onsite HR administrative support for two manufacturing sites, handling talent acquisition, onboarding, HRIS administration, payroll and benefits assistance, leaves of absence, safety and workers' compensation intake, performance management, compliance with labor laws, and site-level employee relations and training support.

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.

Leads the full Human Resources function for AFI, advising executives, faculty, managers, and employees. Oversees employee relations, investigations, performance management, recruitment, workforce planning, compensation, benefits, payroll processes, HRIS administration, policies, compliance, leave administration, accommodations, immigration matters, engagement, training, and organizational development. Uses HR reporting to support decisions and partners with Finance, Legal, IT, Research Administration, ADA, and external vendors.

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.

Provides executive-level administrative support to a Vice President, including calendar management, meeting coordination, travel arrangements, correspondence, file maintenance, confidential information handling, data management, reporting, special projects, and employee query resolution. Requires strong organization, communication, discretion, independence, and proficiency with Microsoft Office applications.

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

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.

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.