Top HR Jobs in Boston, MA

Serve as a strategic HR partner to SEAS leaders, advising on employee relations, talent management, compensation, performance, workforce planning, union and leave matters, and organizational change. Lead HR initiatives, design programs and training, analyze workforce data, ensure compliance, and collaborate with university partners to improve service delivery and organizational effectiveness.

Provide HR generalist and business partner support for nursing operations: implement HR policies and practices, partner with HR functions, advise leaders, resolve moderately complex employee issues, communicate compensation, drive employee experience, and support organizational goals and culture.

Partner with senior leaders across Digital Americas, Sales & RevOps to lead workforce planning, organization design, performance, leadership development, and HR transformation. Orchestrate CoEs and regional HR to scale talent, embed AI-enabled HR automation, strengthen revenue team performance, and build leadership and succession pipelines.

Lead HR operations and administration across the employee lifecycle, managing onboarding, HRIS/Workday data, compliance, employment verifications, records retention, reporting, process improvement, audits, and HR service delivery while partnering with Talent Acquisition, Payroll, Benefits, and business leaders.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Serve as the Founders right hand managing end-to-end hiring, onboarding/offboarding, people operations, and executive support. Tasks include recruiting, scheduling interviews, maintaining hiring KPIs, inbox and calendar management, document handling, Google Sheets tracking, and ad-hoc travel booking. Role demands proactive problem-solving, ownership, and process improvement in a fast-paced, fully remote startup environment.

Serve as strategic HR advisor to Private Bank leadership: design compensation and incentive programs, lead org design and workforce planning, drive large-scale change and talent strategies, use workforce analytics to inform decisions, partner with Rewards, Talent Acquisition, and Finance to align people plans to business goals and regulatory requirements.

Lead HR strategy and execution for a rapidly scaling biotech: workforce planning, full-cycle recruiting, org design, compliance across states, HRIS optimization, performance management, total rewards and compensation strategy, manager coaching, and establishment of audit-ready HR processes.

Serve as strategic HR partner to ownership and leadership, overseeing full HR lifecycle across multi-state locations: recruitment, onboarding, payroll/HRIS, benefits, compliance, performance management, leadership development, employee relations, and HRIS implementation to support scaling and retention.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Serve as trusted HR advisor supporting leaders and employees on employee relations, performance management, organizational effectiveness, HRIS data and compliance, and HR program improvements across U.S. and international teams.

Short-term remote contract to support UAT for SAP HR with UK payroll focus. Mainly resolving issues during testing. Full-time engagement expected for 2-3 weeks.

Support HR initiatives across talent development, HR operations, compensation, benefits, recruiting coordination, HR analytics, and employee engagement. Conduct research, generate HR reports, develop resource materials, assist program implementation, and contribute to special projects under the supervision of HR leadership.

Lead and build HR operations and systems at an early-stage company: manage HR systems, reporting and dashboards, process improvement, performance management, compliance, automation/AI initiatives, partner with Product and customers, and document/communicate change across the organization.

Provide first-level HR support for employees and Career Advisors, manage HRIS/payroll processes, oversee onboarding/offboarding, handle employee relations and investigations, administer performance cycles, coordinate projects, internships and engagement activities, analyze HR metrics, and leverage AI/automation to improve HR processes.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Lead Workday HCM administration and HR technology optimization. Design and configure solutions, build reports and dashboards, analyze data flows, troubleshoot and support HR users, manage testing and deployments, and assist with Recruiting, Core HCM, Compensation, and Benefits processes including Open Enrollment.

Provide tactical HR support to a ~500-agent remote contact center, handling employee relations, investigations, coaching, performance management, training, HR documentation, recruitment partnership, and HR projects while ensuring compliance with policies and employment laws.

The HR Business Partner will align people strategy with business priorities, partner with leaders on talent management, organizational design, and workforce planning, while coaching and leveraging workforce data for informed decision-making.

The Senior Manager, HRBP serves as a strategic advisor, aligning HR strategies with business objectives, overseeing employee relations, and driving talent development initiatives.

The HR Coordinator supports HR functions including benefits administration, employee engagement, policy interpretation, and serves as a contact for employee inquiries. Requires Portuguese fluency.

The Director of HRIS & Analytics leads strategic direction for HR systems and analytics, overseeing enhancements, data integrity, and collaboration across departments while managing a small HRIS team.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

The HR Assistant supports the HR department by managing administrative tasks, recruitment support, onboarding new employees, maintaining records, and assisting with performance evaluations.

Manage HRIS tasks (onboarding, terminations, employee changes, reporting), maintain employee records, support benefits and compensation administration, advise on employee relations and compliance, assist recruitment and background checks, and handle general HR inquiries and projects.