Top HR Jobs in Boston, MA

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.

Serve as Harvard's senior HR executive, setting enterprise people strategy, modernizing HR policies and services, strengthening culture and labor relations, and leading a central HR team supporting ~6,000 employees across a decentralized university.

Serve as a strategic HR partner to executives and leaders, advising on organizational design and talent strategy; manage complex employee relations and investigations; execute people programs (merit cycles, performance reviews, engagement surveys); maintain HRIS data and people analytics; drive change initiatives and champion an inclusive culture across US and EMEA.

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

Own People Operations for a small global company across two legal entities. Responsibilities include payroll and contractor payments, multi-state tax compliance, HRIS and ATS administration, employee lifecycle management, onboarding and offboarding, leave administration, hiring, candidate screening, compensation, offers, employee support, workforce planning, and culture initiatives.

Supports core HR functions including HR operations, onboarding, employee experience, HRIS administration, people analytics, compliance, recruiting, employee relations, and special projects. Maintains personnel records, assists with benefits and leave administration, coordinates interviews, prepares reports and dashboards, supports engagement initiatives, and contributes to process improvement, AI, and automation projects.

Manage design, development, testing, deployment, and maintenance of custom Workday reports, dashboards, and integrations. Collaborate with HR stakeholders to define requirements, ensure data integrity, troubleshoot report issues, perform audits and reconciliations, and support release impact analysis, documentation, and training to drive HR reporting, planning, and compliance across multiple affiliates.

Maintains and optimizes Workday HR and payroll systems, including business processes, integrations, data validation, conditional rules, reporting, dashboards, and release updates. Troubleshoots user issues, ensures report security and data integrity, maps processes, recommends enhancements, and trains HR and Payroll users. Documents procedures, supports system users, and shares HR technology best practices with leadership.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Serve as a trusted HR advisor to leaders and employees across assigned business groups. Responsibilities include organizational design, workforce planning, talent and succession planning, employee relations, performance management, compensation support, engagement initiatives, leadership development, workforce analytics, policy implementation, compliance, and employee training. The role collaborates with HR centers of excellence and business leaders while managing multiple priorities and supporting organizational change.

Senior HR leader responsible for full-spectrum people strategy and operations for a fully remote, unionized nonprofit. Owns HRIS/PEO, benefits, payroll, compliance, CBA administration, grievance management, employee relations, performance management, organizational design, and leads the People Operations team. Advises executives, coaches managers, oversees investigations, drives retention and DEIA-aligned people strategies, and manages vendor relationships.

Supports HR information governance, policy lifecycle administration, knowledge management, and SharePoint content administration. Maintains HR documentation, metadata, inventories, workflows, review schedules, version histories, and repositories. Creates and edits knowledge articles, coordinates stakeholder approvals, supports ServiceNow and Microsoft 365 tools, and develops reporting on content health and governance compliance. The role also assists with content migration, archival, process improvements, user support, and HR leadership reporting.

Partner with clinical leadership to provide strategic HR guidance, manage employee relations, support performance management, administer compensation and promotions, coordinate onboarding and accommodations, analyze HR metrics and exit interviews, and lead HR operational projects supporting the clinical organization.

Lead and rebuild HR Operations across payroll, benefits, compliance, HRIS, and workforce data for US and Canada. Modernize systems and automation, drive change management and vendor performance, support immigration and M&A integrations, design scalable HR processes and SOPs, and lead a high-performing HR Ops team to enable rapid organizational growth.

Lead HubSync’s People, HR, and Talent functions during rapid growth. Partner with executives and the Board on organizational design, workforce planning, leadership development, performance management, culture, metrics, and succession planning. Build scalable HR infrastructure, People analytics, recruiting operations, employer branding, and structured hiring practices across technical, go-to-market, corporate, and executive roles.

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.

Coordinates recruiting, onboarding, offboarding, employee records, HR administration, compliance tracking, leave administration, reporting, training, performance management, and engagement initiatives. Serves as a first point of contact for HR questions while supporting the HR Business Partner and maintaining confidential information. The role is fully remote and requires strong organization, communication, analytical, and time-management skills.

Partner with managers to provide HR counsel on performance management, coaching, discipline, and employment law. Conduct workplace investigations, handle unemployment hearings and corrective actions, administer leaves and suspensions, and manage high-volume recruiting, offer negotiation, and new hire onboarding. Support manager development and respond to employee/manager concerns.

Leads human resources strategy for JBT Marel’s Diversified Food & Health North American business across multiple locations. Responsibilities include workforce planning, employee engagement, talent acquisition, organizational development, succession planning, compensation, performance management, training, employee relations, policy development, compliance, and M&A support. Acts as a strategic business partner to senior leaders, drives organizational change, and oversees HR programs for approximately 1,100 U.S. employees.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Execute the final phase of an HRIS and payroll data migration from ADP to Rippling. Responsibilities include extracting and archiving historical employee and payroll records, mapping and uploading data, organizing files in Rippling and Google Drive, auditing records for accuracy and compliance, protecting sensitive PII and PHI, and reporting migration progress to HR and Payroll leadership.

Supports practice management client groups across onboarding, employee relations, benefits, payroll compliance, training, recruiting, and employment-law compliance. Conducts background checks, E-Verify, investigations, employee surveys, benefits administration, workers’ compensation and unemployment processes, and policy updates. Advises leadership on HR best practices and compliance risks involving FMLA, ADA, data privacy, and HIPAA. Also develops HR analytics, reports, and dashboards using HRIS data.