Top HR Jobs in Boston, MA

Manage end-to-end payroll operations and administer core HRIS/HCM and performance platforms. Maintain integrations, ensure multi-state payroll compliance, deliver reporting and dashboards, lead system configurations and optimizations, and serve as client-facing escalation and advisor for HR technology.

Provides HR operations support across employee lifecycle transactions, HRIS data audits, recordkeeping, compliance, onboarding, offboarding, benefits, leave, payroll backup, employee inquiries, reporting, process documentation, and cross-functional HR initiatives. Maintains accurate employee data and confidential records while coordinating with HRIS, Payroll, Benefits, Total Rewards, Talent Acquisition, and Compliance teams. Requires strong communication, attention to detail, HR knowledge, and proficiency in Excel.

Oversee day-to-day HR operations, employee relations, onboarding, offboarding, compliance, leave administration, benefits support, HRIS data, reporting, and employee helpdesk requests. Advise managers and employees on policies and performance, maintain accurate Rippling records, audit compliance data, and partner with Accounting, Talent Acquisition, and leadership. The role requires independent judgment, strong problem-solving, and the ability to balance strategic HR initiatives with hands-on administrative responsibilities.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Provides day-to-day HR support, including employee inquiries, onboarding, offboarding, employee relations, HR transactions, reporting, and policy interpretation. Maintains accurate HR records, supports service-center workflows, unemployment claims, labor relations, and workforce data analysis. Partners with stakeholders and HR teams on initiatives, training, process improvement, and compliance while safeguarding confidential information and managing competing priorities.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Owns performance management, total rewards, compensation and benefits, HR compliance, manager enablement, people-process tooling, and team development. The role leads annual and mid-year performance cycles, calibration, pay benchmarking, benefits renewals, multi-state compliance, manager resources, and automation. This player-coach position manages an HR Business Partner and a Total Rewards and People Analytics lead while improving process durability, adoption, efficiency, and organizational scalability.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.

Serve as a strategic HR advisor to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, compensation, retention, performance management, onboarding, and leadership coaching. The role requires influencing leaders, mentoring HRBPs, supporting geographically distributed teams, and driving HR programs in a fast-paced, high-growth environment.

The HR Generalist manages talent acquisition, onboarding, employee relations, HR policies and compliance, performance management, payroll and benefits administration. The role advises employees and managers, conducts investigations, supports development initiatives, maintains UKG records, and contributes to HR projects across multiple hospitality entertainment venues. Periodic travel, flexible scheduling, strong organizational skills, confidentiality, and knowledge of employment regulations are required.

Provide national transactional and operational support for benefits and leave programs: process benefit elections and corrections, administer COBRA, enter and track leave transactions in ADP, support vendor and payroll coordination, maintain secure records, prepare standard correspondence, assist with training and audits, and provide backup coverage while escalating complex or legal matters to senior HR staff.

Administers employee benefits, leave programs, onboarding, offboarding, HR records, compliance reporting, and employee support. Manages enrollments, open enrollment, COBRA, FMLA, ADA accommodations, benefit invoices, vendor relationships, and HRIS data accuracy. Supports policy interpretation, employee relations, audits, performance initiatives, and process improvements while maintaining confidential information and regulatory compliance.

Leads Mimecast’s global HR technology, transformation, AI, and people analytics strategy. Owns the integration and architecture roadmap across Workday, Visier, and future platforms; drives automation, responsible AI governance, data quality, privacy, and analytics standards. Advises the CHRO and HR Leadership Team on investments and priorities, manages transformation milestones, and leads a small technical team while partnering with IT, Legal, Security, Finance, and business leaders.

Owns HR operations and people infrastructure, including HRIS administration, benefits, multi-state compliance, employee relations, offboarding, immigration support, onboarding coordination, vendor management, and process scaling. Serves as the primary HR contact for employees and managers and will eventually manage an HR Coordinator.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Test requisition for an HR Generalist II position. The description provides no substantive responsibilities or qualification details; it lists a standard Monday-to-Friday office schedule and compensation and benefits information.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

Leads the Human Resources function, advising executive leadership on workforce planning, compensation, benefits, HR technology, and total rewards. Oversees HR professionals, modernizes HR systems and operations, drives process improvement and automation, develops workforce metrics, ensures legal and policy compliance, and strengthens employee lifecycle services, organizational effectiveness, and talent retention.

Serves as the HR partner for assigned departments, advising managers and employees on employee relations, investigations, labor relations, performance management, staffing, onboarding, compensation, benefits, compliance, accommodations, workers’ compensation, and safety. The role supports union grievance processes, maintains HR records and HRIS processes, conducts exit interviews, develops HR solutions, and ensures compliance with employment laws and organizational policies.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.