Top HR Jobs in Boston, MA

Provides Tier I HR support across the employee lifecycle, including pre-employment screenings, onboarding coordination, candidate profile management in Workday, new hire communications, and collaboration on job description requirements.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Manage day-to-day HR operations across three US offices, including employee records, onboarding and offboarding, compliance tracking, benefits support, reporting, performance reviews, recruiting coordination, internship administration, employee communications, and HR process improvement. The role partners with global HR, finance, leadership, and an HR consultant while maintaining confidentiality and data integrity.

Directs human resources for the corporate office, overseeing talent acquisition, onboarding, HR business partnering, employee relations, performance management, learning and development, and culture initiatives. Leads a small HR team, scales processes and systems, ensures employment-law compliance, supports organizational change, and partners cross-functionally to improve engagement, retention, and workforce effectiveness.

Provides HR administrative and operational support, including personnel transactions, onboarding and offboarding, HRIS maintenance, employment verification, unemployment requests, payroll submissions, benefits administration, employee communications, organizational charts, reporting, and HR projects. Supports employees and managers with service-oriented assistance while maintaining confidentiality, accuracy, and data integrity.

Oversees HR operations including employee relations, benefits, onboarding, offboarding, leave administration, unemployment claims, training, compliance, HR metrics, and payroll support. Supervises the HR Coordinator, serves as a strategic partner to HR leadership, manages benefits and open enrollment, administers FMLA and Massachusetts PFML processes, supports investigations and accommodations, and ensures accurate, legally compliant HR practices across the organization.

Manages talent acquisition, employee relations, HR policy compliance, performance management, payroll and benefits administration. Partners with managers, conducts investigations, supports recruiting and onboarding, maintains HRIS records, and helps develop employees across multiple hospitality-focused entertainment venues. Requires strong organization, communication, confidentiality, employment-law knowledge, and flexibility to travel between locations.

Manages HR business partnering for the mission-critical and data center construction team. Responsibilities include workforce planning, talent acquisition partnership, onboarding, employee relations, policy compliance, performance management, compensation administration, training, and organizational development. The role advises employees and leaders, handles complex remote employee relations matters, develops HR initiatives, and ensures legal and policy compliance while supporting business goals.

Serves as a strategic HR partner to senior leaders across operations, finance, and R&D. Advises executives on organization effectiveness, talent strategy, leadership development, workforce planning, culture, succession, and business transformation. Leads people and organization initiatives, including organization design, change leadership, talent reviews, performance management, and total rewards. Uses business insights to align HR strategies with organizational priorities and performance in a complex global environment.

Supports the full employee lifecycle, including recruiting, onboarding, HR systems and data integrity, benefits and compensation processes, training, performance support, compliance administration, events, reporting, personnel files, and employee communications. The coordinator also processes invoices, monitors the HR inbox, maintains documentation, administers HIPAA training, and assists with HR projects while ensuring confidentiality, accuracy, and a positive employee experience.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

The HR Compliance Analyst supports the HR compliance governance program by monitoring regulatory developments, coordinating implementation activities, maintaining compliance inventories and documentation, tracking risks and obligations, preparing dashboards and reports, and supporting audits and regulatory reviews. The role partners with Legal and multiple HR functions, manages compliance vendors, maintains policies and tools, coordinates training and action items, and identifies process improvement and automation opportunities.

The VP of HR will build and lead Ceresti’s people function, owning people strategy, organizational design, recruiting, compensation, benefits, performance, culture, employee relations, HR operations, and multi-state compliance. This executive will partner with the CEO and Board, develop scalable HR infrastructure for a remote workforce, manage HR technology and vendors, support healthcare compliance, and lead people initiatives related to growth, financing, M&A, and organizational change.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Serve as the primary HR partner for Engineering, Hardware, and Software leaders. Coach managers, guide performance and employee-relations decisions, develop technical career frameworks, support organizational design and workforce planning, identify retention risks, and improve hiring and people processes. The role combines strategic HR partnership with hands-on execution in a rapidly scaling deep-tech robotics environment.

Partners with organizational leaders to align workforce and talent strategies with business priorities. Responsibilities include workforce planning, succession planning, talent development, employee relations, performance management, organizational design, change management, leadership coaching, and using workforce data to identify trends and recommend actions. The role collaborates across HR functions, manages sensitive matters confidentially, and supports teams in a fully remote environment.

Leads HR operations and a team of HR professionals while overseeing employee lifecycle processes, performance and merit reviews, HR policies, compliance, reporting, audits, and process improvements. Advises employees and managers, supports strategic initiatives and organizational changes, improves HR technology workflows, and advances engagement and retention initiatives across a complex, multi-state organization.

Serve as the primary HR contact for factory employees and frontline managers. Manage hourly workforce onboarding, employee questions, documentation, investigations, performance actions, HR records, I-9 compliance, wage and hour practices, OSHA logs, workers’ compensation, audits, and Rippling data. Coordinate recruiting vendors, track retention and feedback, support employee moves and promotions, and partner closely with factory operations leadership on staffing and compliance.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.