Top HR Jobs in Boston, MA

The Senior HR Business Partner aligns HR strategies with business operations, advises leaders on workforce planning, engagement, performance, retention, and employee relations, and coordinates support across HR functions. The role analyzes workforce metrics, guides policy implementation, supports investigations and compliance, leads HR projects, mentors HR staff, and maintains on-site relationships across multiple Massachusetts locations.

Leads comprehensive HR operations for a multi-trade home services company, including recruiting, employee relations, compliance, benefits, 401(k), payroll, compensation, safety programs, credential management, performance reviews, HRIS administration, and organizational development. Partners with managers and employees to support culture, performance, training, labor-law compliance, risk mitigation, and workforce planning.

Leads Milton Academy’s HR function for more than 500 employees, overseeing recruitment, compensation, benefits, payroll, performance management, employee relations, compliance, training, HR systems, workforce planning, and HR budgeting. Supervises the HR team, advises senior leaders, manages organizational change, supports Workday implementation, and ensures employment practices align with legal requirements and institutional priorities.

Leads the people strategy for an aerospace and defense business, partnering with senior leaders on workforce planning, organizational design, talent management, leadership development, change management, employee relations, compensation, compliance, and organizational transformation. Oversees HR teams, supports global business functions and regions, drives HR process improvement, and advises leadership on organizational effectiveness, culture, risk, and growth initiatives.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Supports core HR operations, employee inquiries, HRIS records, compliance reporting, employee engagement surveys, and workplace initiatives. Partners on learning and development programs, onboarding, internal events, culture activities, and process improvements. The role requires strong communication, adaptability, collaboration, and the ability to work onsite three days per week in Boston.

Lead HR strategy and workplace culture for a 1,800-resident continuing care community, overseeing employee relations, engagement, workforce planning, performance management, succession and talent development, leadership coaching, and HR team management to attract, retain, and develop a diverse workforce.

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.

Provides strategic and operational HR support during a six-month leave-coverage contract. Advises program leaders, manages employee relations investigations and performance issues, supports workforce planning and retention, oversees HR processes, compliance, records, audits, unemployment claims, CORI reviews, and HR inquiries. Supervises administrative HR staff, improves workflows and templates, analyzes HR trends, and partners with leadership and legal counsel to ensure compliant, effective human resources operations.

Partners with executives and Sales division leaders to align people strategies with business priorities. Leads organizational transformation, workforce planning, talent development, succession planning, retention, inclusion, and change initiatives. Provides coaching and guidance to leaders, uses reporting and analytics to generate business insights, interprets financial reports, and collaborates with HR centers of practice to deliver employee lifecycle solutions.

Supports day-to-day HR operations, including employee inquiries, onboarding and offboarding, benefits and leave administration, payroll changes, records management, compliance, employee relations, recruiting support, reporting, engagement initiatives, and bilingual HR training. The role requires onsite attendance, English and Portuguese fluency, strong Excel and Microsoft Office skills, confidentiality, accuracy, and effective prioritization.

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.

Provides strategic and tactical HR partnership to a physician organization, advising leaders on organizational development, employee relations, staffing, compensation, engagement, change management, restructuring, and talent strategy. Coordinates with HR functions, supports employment-law compliance, manages enterprise HR programs, and develops solutions aligned with business objectives. The role requires strong consultation, communication, influence, project management, and conflict-resolution skills.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

The Director of Human Resources leads HR operations, strategy, and a multidisciplinary team across a growing multistate organization. Responsibilities include HR technology and analytics, benefits and compensation, HR business partnership, employee relations, compliance, workforce initiatives, leadership development, and process improvement through AI and automation. The role advises executives, oversees vendors and budgets, supports employee investigations, and ensures compliance with employment laws.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

The Director of HR Business Partnering serves as the strategic HR advisor to senior leadership for a geographically dispersed field and school organization. Responsibilities include workforce planning, succession, talent management, leadership development, employee engagement, organizational effectiveness, change leadership, employee relations, compliance, and coaching executives. The role leads HR support resources, uses workforce analytics to guide decisions, manages complex employee relations matters, and aligns people strategies with business objectives. Approximately 20% travel is expected.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Own HR operations and total rewards programs, including employee lifecycle processes, HR systems, compliance, benefits administration, compensation analysis, open enrollment, vendor coordination, and workforce reporting. Partner with payroll, brokers, carriers, and HR leadership to improve processes, ensure data integrity, support employees and managers, and deliver HRIS and technology enhancements. This is an onsite manager-level individual contributor role with no direct reports.

Serves as a strategic HR advisor to senior leaders in Legal, Finance, and IT. Translates business strategy into people strategy, leads workforce planning, organization design, succession planning, leadership development, and change initiatives. Uses people data, analytics, and AI-enabled tools to guide decisions and measure HR impact. Partners with HR centers of excellence and shared services to address complex people matters and ensure consistent execution in a complex global environment.

Serves as the primary HR business partner for Campus Services units, advising leaders and employees on employee relations, labor relations, performance management, organizational design, talent development, compensation, recruitment, engagement, and change management. Leads HR programs, analyzes workforce data, supports reorganizations, advises on collective bargaining agreements, ensures policy and legal compliance, and coaches managers across unionized and non-union environments.

Own hands-on HR operations, including multistate compliance, policy updates, payroll and benefits escalations, leave questions, compliance audits, handbook refreshes, and process improvements. Review HR administration work and help develop AI-native HR processes. The role is expected to grow into broader day-to-day HR operations ownership.

Own hands-on HR operations, including multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. Review HR administration work, resolve complex employee questions, and introduce AI-native approaches to reduce repetitive work. The role is expected to grow into broader day-to-day HR operations ownership.

The Director of Human Resources partners with senior Sales, Marketing, and Medical Office leaders to develop and execute talent and organizational strategies. Responsibilities include organizational design, workforce planning, leadership development, talent reviews, succession planning, performance management, and executive coaching. The role assesses capability gaps, strengthens organizational effectiveness, and aligns HR initiatives with business priorities and growth.

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.