Top HR Jobs in Boston, MA

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.

Manages HR operations and shared services, leading HR operations specialists and generalists. Oversees onboarding, offboarding, employee relations, HR calendars, compliance, payroll coordination, HR data, and enterprise HR programs. Improves workflows, automates manual processes using AI and HR platforms, maintains documentation, supports global offices, and ensures service-level performance and a consistent team member experience.

Leads regional HR strategy across 600+ stores, advising senior leadership, managing HR Business Partners, and driving talent planning, succession, organizational effectiveness, engagement, retention, and change initiatives. Uses workforce analytics to address staffing, turnover, employee relations, compliance, and leadership capability. Partners with HR centers of excellence, Legal, and Employee Relations to deliver consistent people practices and resolve complex workforce matters.

Leads regional HR strategy across 600+ stores, advising senior leadership on workforce planning, talent, organizational effectiveness, employee relations, compliance, engagement, and change. Directs a team of HR Business Partners, oversees succession and retention strategies, uses workforce analytics to guide decisions, and partners with HR centers of excellence, Legal, and Employee Relations. The remote role covers multiple Mid-Atlantic and Southeastern states and requires up to 50% travel for market visits and leadership engagement.

Supports employees and managers on hiring, relocation, benefits, compensation, performance, career development, employee relations, and HR policies. Serves as the first point of contact for HR concerns, coordinates training and recruitment activities, supports engagement initiatives, administers HR processes, ensures data privacy and legal compliance, and assists with employee and management development in an onsite manufacturing environment.

Leads strategic HR partnership for Commercial and Product organizations, including Sales, Marketing, and Product. Advises executives, leads and develops HR Business Partners, and drives workforce planning, organizational design, talent reviews, succession planning, leadership development, employee relations, rewards, performance, culture, and change initiatives. Connects people strategies to business growth and operating results while partnering with HR centers of excellence, Finance, Legal, and business leaders.

Leads HR strategy and day-to-day people operations for North American and EOR teams. Partners with executives on organizational planning, retention, compensation, benefits, compliance, employee relations, learning and development, and internal communications. Manages a two-person People team, owns Rippling and the People Ops budget, coordinates globally with Israel-based HR leadership, and ensures alignment across U.S. and Canadian policies and processes.

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.

Strategic HR Business Partner supporting the Sales organization and senior commercial leaders. Responsibilities include organizational design, workforce planning, talent management, people analytics, change management, manager coaching, compensation planning, employee relations, and diversity initiatives. The role partners with Talent Acquisition, Legal, Compensation, and Sales Enablement to build high-performing, scalable revenue teams.

Lead Clinigen’s global HR Business Partner organization and advise senior executives on workforce, organization, talent, succession, leadership, performance, and change strategies. The role develops regional HRBPs, drives organization design and workforce planning, supports transformation, restructuring, M&A integration, and strengthens a globally consistent HRBP operating model while preserving regional expertise.

Leads global Total Rewards, including compensation, benefits, incentives, recognition and mobility, while overseeing People Operations, HR systems, payroll governance, workforce data and reporting. Owns the HR technology roadmap, process automation, data standards, executive dashboards and global payroll controls. Partners with Finance, IT, Legal and business leaders to deliver scalable employee processes, and leads a team spanning Rewards and People Operations.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

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.

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 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.