Top HR Jobs in Boston, MA

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

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

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Manage workers’ compensation, injury-on-duty, FMLA, ADA, parental, military, and other leave cases. Coordinate employees, medical providers, insurers, third-party administrators, legal professionals, and managers. Ensure compliance with employment and safety regulations, support accommodations and return-to-work plans, maintain confidential records, prepare reports, evaluate workplace injuries, and assist with safety training and disability retirement documentation.

The HR Director partners with senior leadership to develop people strategies, advise on talent and employee matters, lead organizational design and transformation, build leadership pipelines, and strengthen culture. The role uses workforce data to guide decisions in a global matrixed organization and connects HR functions including talent acquisition, rewards, development, and employee relations. Responsibilities also include coaching executives, leading teams, managing change, and aligning HR initiatives with measurable business outcomes.

Owns enterprise HR reporting, dashboards, analytics, HRIS data governance, compliance tracking, and audit-ready reporting. Validates employee data, supports ADP systems, resolves data and integration issues, and provides workforce insights to HR and business leaders. The role also supports benefits, leave, compensation, performance programs, process improvement, documentation, training, and cross-functional HR initiatives.

Supports Bedford and Franklin manufacturing and office sites as a strategic, hands-on HR partner. Responsibilities include translating business strategy into people initiatives, advising leaders, managing complex employee relations and investigations, coaching managers, leading change and culture transformation, guiding organizational design and workforce planning, and partnering across HR functions. The role requires a visible presence supporting a 24/7 workforce, including nights and weekends as needed.

Supports HR operations by managing employee and contractor onboarding and offboarding, HR ticketing, I-9 verification, background checks, NDA execution, and HR documentation. Provides process support to employees and managers, administers HR systems and DocuSign workflows, tracks service-level agreements, and ensures confidentiality and compliance across multiple HR programs.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

Serve as an HR Business Partner to four to five divisions while leading company-wide recruiting, learning and development, compliance, and immigration. Advise leaders on organizational design, employee relations, workforce planning, and people matters. Own full-cycle recruiting through JazzHR, develop talent attraction strategies, create manager and employee training programs, and manage immigration casework with outside counsel. Provide broader HR support across compensation, benefits, onboarding, and offboarding during a planned team transition.

Provides day-to-day HR support for military personnel, government civilians, and contractors at Hanscom AFB. Maintains personnel databases, manages onboarding and offboarding, updates military positions and organizational records, tracks vacancies and awards, coordinates Reserve orders and funding, manages deployment training requirements, monitors personnel actions, participates in organizational meetings, and delivers personnel status briefings to senior leadership.

Partners with Digital, Finance, and Legal leaders on workforce planning, talent strategy, organizational design, capability building, performance, succession, engagement, and employee relations. Coaches leaders, leads HR initiatives, supports organizational change, improves HR processes, and uses data and emerging technologies to enhance workforce insights and employee experience in a fast-paced, matrixed biotechnology environment.

Maintains employee data and personnel files in Workday HCM, conducts data audits, resolves discrepancies, supports HR processes such as onboarding, open enrollment, performance cycles, merit increases, job changes, terminations, compensation updates, and reporting. Ensures data privacy, compliance, and accurate processing of confidential information while documenting procedures and responding to routine HR system inquiries.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

The HR Officer manages the full employee lifecycle, including recruitment, onboarding, employee relations, performance management, payroll coordination, benefits, leave administration, compliance, HR documentation, and offboarding. The role advises employees and managers, supports policy development, maintains confidential records and HR metrics, coordinates with international stakeholders, and improves people processes in a fully remote environment.

Serves as a strategic HR advisor to senior leaders, aligning people strategy with business objectives. Leads workforce planning, talent management, organizational design, leadership coaching, employee engagement, performance management, compensation cycles, and organizational change initiatives. Partners with HR Centers of Excellence and internal teams to implement HR programs, use workforce data, resolve complex HR issues, and support risk and regulatory compliance across multiple business lines.

Leads global compensation and benefits programs, including salary structures, incentive plans, equity, benefits, open enrollment, 401(k), leave administration, compliance, audits, and payroll coordination. Owns HR metrics, systems, policies, process improvements, change management, and AI-in-HR strategy. Partners with leadership, vendors, payroll, IT, and external stakeholders to improve employee experience and operational efficiency.

Coordinates HR operations across onboarding, I-9 and CORI background checks, benefits and payroll liaison work, HRIS and personnel record maintenance, recruitment logistics, offboarding, compliance tracking, and employee support. Administers Paylocity processes, reconciles benefits invoices, supports leave administration, and ensures accurate, confidential, and compliant employee lifecycle documentation.

Serves as the first point of contact for employee and leadership HR inquiries involving payroll, benefits, employee relations, HRIS, and recruiting support. Reviews HRIS tasks, supports background checks and E-Verify, maintains employee records, processes employment verifications, manages HR inbox requests, and provides administrative and specialized support to the HR Solutions Team.

Supports leaders and employees across North America on employee relations, performance management, HR operations, leave administration, compliance, onboarding, HRIS updates, reporting, training, engagement, and employee communications. The role partners with managers, maintains employment records, coordinates accommodations and leave processes, supports recruitment and performance programs, and delivers practical HR solutions while improving employee experience and data integrity.

Supports project leadership and employees across HR operations, employee relations, investigations, performance management, onboarding, records management, compliance, payroll coordination, and exit meetings. Advises management on employment-law requirements, maintains confidential personnel information, resolves employee concerns, and recommends HR solutions. The role is primarily remote in Texas but requires travel as needed and schedule flexibility, including evenings and weekends.

Manage broad HR operations across North America and periodically Asia, including employee documentation, immigration coordination, onboarding and offboarding, HRIS records, benefits, leave, compensation, employee relations, recruitment coordination, reporting, communications, and HR projects. Serve as a primary HR contact for employees and managers while ensuring compliance with employment legislation and company policies.

Supports the full employee lifecycle through HR administration, employee and manager support, onboarding, HRIS maintenance, reporting, compliance documentation, engagement initiatives, performance and compensation processes, policy administration, and HR projects. Independently manages recurring processes, coordinates stakeholders and deadlines, resolves routine HR questions, identifies issues for escalation, and improves HR workflows and employee experiences.

Participate in a rotational human resources development program supporting HR business partnering and specialist functions such as recruiting, compensation, employee relations, and development. Analyze workforce needs, develop HR solutions, support talent and training initiatives, improve recruiting and communication strategies, and complete hands-on projects with business leaders. The program includes formal training, networking, and potential international assignments before placement on a permanent HR team.

Manage recruitment, high-volume hiring, onboarding, and employee lifecycle activities. Partner with leadership on HR strategy and workforce planning, ensure compliance with employment regulations, handle employee relations, and coordinate HR initiatives and organizational projects.