Top HR Jobs in Boston, MA

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.

Leads Suffolk’s national HR Business Partner function across corporate and field operations. Responsibilities include defining the HRBP operating model, advising executives, developing HRBP capabilities, workforce planning, organizational design, talent strategy, employee experience, culture, HR technology transformation, and workforce analytics. The role requires leading a geographically dispersed team, partnering with HR Centers of Excellence, supporting Oracle HCM adoption, and working onsite in Boston four days weekly with quarterly travel.

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.

Owns end-to-end HR operations for a growing two-country biotech, including HR systems, payroll coordination, benefits and total rewards, compliance, talent acquisition, employee relations, leave administration, vendor management, and executive reporting. Partners with leadership to advise managers, improve HR processes, maintain employment policies, and scale people infrastructure across U.S. and Swiss operations.

Leads HR strategy across the Americas for a 1,000-person business, advising executives on workforce planning, organizational design, talent development, employee relations, total rewards, compliance, HRIS integrity, and people analytics. Manages a 20-person HR team and supports consistent yet locally appropriate service delivery across the U.S., Canada, and Latin America. Requires up to 20% domestic and international travel and on-site work near Chelmsford, Massachusetts.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

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.

Manage day-to-day HR operations across the employee lifecycle, including onboarding, offboarding, employee records, benefits administration, compliance, HR documentation, and employee support. Research employment laws, help develop policies, support engagement initiatives, collaborate with HR team members, and improve processes through automation and AI tools.

Manage day-to-day HR operations across the employee lifecycle, including onboarding, offboarding, benefits, employee records, compliance, HR documentation, and employee support. Research employment law, assist with policy development, support engagement initiatives, answer HR process questions, and improve workflows using HRIS platforms, automation, and AI tools. The role requires independent judgment, confidentiality, strong communication, and experience supporting HR operations in a growing organization.

Manage HRIS data integrity, employee lifecycle transactions, US benefits administration, vendor reconciliations, compliance, reporting, and employee inquiries. Use AI tools and automation to improve HR workflows, reporting, and self-service. Partner with Payroll, Benefits, IT, and People teams to resolve discrepancies, document procedures, and protect confidential employee information.