Top HR Jobs in Boston, MA

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Leads full-cycle recruiting, sourcing, interviewing, offers, applicant tracking, and onboarding while serving as a strategic HR advisor to assigned teams. Provides guidance on employee relations, talent management, workforce planning, compensation, benefits, engagement, performance management, policies, and organizational effectiveness. Analyzes workforce trends and metrics, supports change management and inclusion initiatives, ensures employment-law compliance, and drives positive candidate and employee experiences.

Manages HR operations including HRIS data, Workday implementation support, employee lifecycle transactions, benefits and payroll coordination, compliance, reporting, onboarding, offboarding, and employee support. Maintains personnel records, handles unemployment administration, develops procedures, and improves HR processes while safeguarding confidential information.

Manages Harvard Library HR functions including position classification, compensation analysis, position management, HRIS reporting, compliance, performance management, and leadership development programs. Oversees HR processes from intake through communication, advises leadership on organizational changes, supports data integrity, and coordinates annual performance and compensation activities. The role is hybrid and based in Cambridge, Massachusetts.

Manage the end-to-end pre-employment and onboarding process, including background checks, CORI/SORI clearances, education and reference verifications, candidate support, Paylocity record maintenance, occupational health coordination, and recruiting team updates. The role ensures compliant, welcoming transitions from offer acceptance through orientation while supporting sourcing, job fairs, and talent attraction initiatives.

Coordinates pre-hire onboarding by collecting documentation, verifying education and credentials, managing background checks, maintaining compliance records, supporting audit readiness, and serving as a primary contact for internal stakeholders. The role requires strong organization, communication, confidentiality, attention to detail, and proficiency with Microsoft Office, SharePoint, and HRIS platforms.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Leads full-cycle recruiting across multiple functions and regions, developing sourcing strategies, screening and interviewing candidates, managing offers, maintaining ATS data, and partnering with hiring managers. Supports recruiting operations, reporting, background checks, vendors, onboarding, and recruiter training while ensuring compliance with employment laws and delivering strong candidate and hiring manager experiences.

The HR Business Partner develops and implements HR strategies across a multi-state region. Responsibilities include advising managers, talent management, performance management, learning and development, employee relations, policy compliance, investigations, change management, organizational initiatives, and HR metrics. The role partners with leadership, labor relations, recruiting, talent management, payroll, and HRIS teams to support business objectives and employee development.

Provides HR consulting to Staples’ U.S. Retail organization by advising store leaders, coaching managers, handling employee relations and performance matters, interpreting policies, supporting talent development and succession planning, implementing HR initiatives, and driving organizational effectiveness and change management.

Provides strategic and operational HR partnership to Harvard Law School research and technology centers. Advises leaders on organizational design, talent acquisition, employee relations, performance, compensation, change management, engagement, and workforce planning while aligning practices with university policies and supporting diverse, multidisciplinary teams.

Partners with health system leaders on workforce planning, talent development, compensation, organizational design, employee relations, policy interpretation, and change management. Coaches leaders, supports employee lifecycle activities, improves culture and engagement using workforce data, advises on employment laws and healthcare regulations, and assists with regulatory surveys and HR initiatives.

Serves as the on-site HR partner for Boston restaurant and bar operations, supporting culture, performance management, employee relations, talent retention and development, compliance, training, recruitment, benefits, and payroll inquiries. The role leads investigations, accommodations, workers’ compensation, leave management, employment-practices audits, and policy implementation while partnering with operational leaders and the New York home office.

Partners with business leaders across the U.S. and Canada to execute HR strategy and employee lifecycle processes. Oversees talent acquisition, onboarding, performance and talent management, employee relations, investigations, engagement, learning and development, compliance, compensation reviews, succession planning, and HR projects. Advises managers, supports HRIS and payroll processes, leads organizational change initiatives, and collaborates with international HR teams.

Leads global people strategy for approximately 800 Early and Late CVRM employees across nine countries. Partners with executives and HR specialists on workforce planning, talent management, leadership development, organizational effectiveness, employee engagement, change management, analytics, and employment-risk issues. Coaches senior leaders and managers, drives HR interventions and governance, and uses organizational data to improve culture, capability, retention, and business delivery across pharmaceutical R&D organizations.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Provides strategic and hands-on HR support for a remote, multi-state workforce. Advises leadership and employees on personnel matters, accommodations, FMLA, employment compliance, and team development. Researches state-specific requirements, identifies issues requiring legal counsel, supports training programs, and serves as a confidential HR contact. This is a flexible fractional engagement of up to 10 hours per month.

Provides HR administrative and recruiting support, including resume and application screening, pre-screening interviews, applicant tracking, job postings, offer letters, drug-screen and background-review processing, hiring paperwork, immigration compliance, E-Verify, data entry, and candidate communications. Maintains confidential information, supports hiring managers, conducts compliance audits, and applies employment policies and regulations.

Provides routine administrative and clerical support to Human Resources, including responding to inquiries, processing employee documentation, data entry, document imaging, file maintenance, and confidential information handling. Uses multiple computer systems and HR software while ensuring accurate, timely work and compliance with company policies and applicable regulations.

Own day-to-day HR operations for a fully remote, multi-state workforce. Responsibilities include onboarding, offboarding, benefits and HRIS administration, employee records, reporting, performance review coordination, compliance, leave administration, policy development, employee relations, manager support, and culture initiatives. The role partners with a PEO and fractional Chief People Officer while building scalable HR processes in a growing company.

Provides day-to-day human resources support for military personnel, government civilians, and contractors. Maintains personnel databases and records, manages in-processing and out-processing, updates vacancy and organizational manpower documentation, tracks awards and personnel actions, coordinates Reserve orders and funding, manages deployment training requirements, and delivers personnel status briefings to senior leadership.

Administer and optimize Dayforce HRIS, SharePoint, Jira, and related HR technology systems. Maintain data accuracy, user access, integrations, reporting, documentation, upgrades, and privacy compliance. Troubleshoot HR system issues, automate manual processes, support dashboards, and collaborate with IT, Finance, Payroll, and vendors on HR technology initiatives and roadmap planning.

Own day-to-day HR operations and employee experience, including payroll and benefits administration, onboarding, performance reviews, employee records, compliance documentation, and manager coaching. Build scalable processes, maintain HR systems, support employee transitions, and partner with recruiting on offers and start dates. The role is the first dedicated HR Operations hire and focuses on creating consistent, high-quality employee experiences in a growing organization.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Supports global HR operations as a first point of contact for employee queries, onboarding, offboarding, employee changes, benefits administration, records maintenance, compliance, reporting, and HR technology. Partners with HR, talent acquisition, payroll, IT, facilities, and finance teams, contributes to HR projects and culture initiatives, and helps improve HR processes and automation.