Top HR Jobs in Boston, MA

Manage site-level HR functions including recruitment, onboarding, benefits administration, payroll processing, personnel file maintenance, HRIS recordkeeping, and compliance with federal and state employment regulations. Support employee relations and performance evaluation programs.

Lead HR strategy and operations for a mission-driven nonprofit. Oversee recruitment, performance management, compensation and benefits, employee relations and investigations, HR policy, compliance, HRIS administration, benefits and leave programs, HR metrics, and a team of HR professionals. Partner with leadership to drive organizational effectiveness, culture, DEI, and workforce planning.

Senior individual-contributor HR leader partnering with the CDIO to lead people strategy for Data/Technology/AI. Owns talent strategy, org design, workforce planning, change leadership, leadership development, succession planning, and AI-enabled HR analytics to scale technical capability and improve organizational effectiveness across the enterprise.

Provide administrative and operational support to Global Diversity, Equity & Inclusion and Talent Enablement teams. Manage executive calendars, travel, expenses, event coordination, RFP/RFI client support, vendor relationships, and project coordination to automate HR processes and deliver learning and development programs.

Serve as a strategic HR partner to senior leaders across corporate functions, advising on organizational effectiveness, change management, workforce planning, talent reviews, succession, leadership development, employee relations and investigations, performance coaching, and people analytics. Drive integrated HR solutions with TA, Total Rewards, and L&D, ensure legal and policy compliance, mitigate people-related risks, and scale HR programs to support growth.

Manage HR data accuracy, audit and compliance activities, records management, payroll and benefits account reconciliations, and produce HR reports. Provide administrative and operational HR support within a shared services team, handling high-volume transactional work and sensitive employee information.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Lead HR Technology strategy and a team of analysts/developers to manage Workday HCM roadmap, drive migrations and integrations, ensure data privacy/SOX controls, manage vendors and budget, and deliver HR analytics and operational support.

Six-month People Operations (HR) internship supporting onboarding, payroll audits, benefits enrollments, compliance documentation, HRIS maintenance (e.g., Rippling), employer branding, and cross-functional HR/Finance projects. Gain hands-on experience with employee lifecycle, data accuracy, and HR systems while assisting state reporting and agency liaison work.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

Lead and scale HR operations in a high-growth environment, managing payroll, benefits, compliance, and M&A integrations to enhance organizational efficiency.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

As an HR Project Management Intern, you will help develop and implement HR strategies focused on veteran hiring, coordinate project timelines, support program execution, and analyze data to enhance military hiring effectiveness.

The HR Specialist supports the HR department with administrative tasks, assists in talent acquisition and onboarding, provides benefits information, and participates in events.

Part-time Director-level HR Business Partner supporting Commercial, Corporate Strategy & Ops, and Finance. Leads organizational design, workforce and capability planning, change leadership, and leadership coaching. Uses AI fluency and people data to inform strategy, redesign roles for human-AI collaboration, streamline HRBP workflows, and measure P&C impact. Partners with centers of excellence and employee relations; advises on complex people issues. Requires travel up to ~25-30% and work during core PST business hours.

Manage day-to-day HR and people operations for a fully remote US workforce: employee relations, onboarding, performance and compensation cycles, engagement and culture initiatives, job architecture, PEO/payroll/benefits coordination, and partnership with leadership and recruiting to scale people processes.

Manage HR data and processes across the employee lifecycle, maintain and optimize Workday/HRIS (including EIB loads), monitor and resolve HR case queues, produce HR metrics reporting, support onboarding/offboarding and HR projects, and provide training and troubleshooting for HR systems.

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.

Serve as a hands-on HR business partner providing coaching and consultative support to leaders and employees across talent management, training and development, succession planning, employee relations, compensation, recruitment, and HR administration. Lead training design and delivery, conduct investigations, recommend disciplinary actions, maintain HR records and compliance, support SOX audit activities, and drive HR projects and policy implementation.

Lead Employee Relations and serve as HR Business Partner for Legal and Signal Technologies. Conduct complex investigations, develop and implement compliant policies and HR processes, coach managers, support compensation, talent and performance programs, and present HR solutions to drive employee engagement and business results.

Support HR Relationship Managers and investment teams on talent management, performance and compensation processes, HR reporting/analytics (including DEI trends), onboarding, global mobility, and project-managing strategic talent initiatives.

Support administration and improvement of global compensation programs and job architecture. Manage compensation surveys, benchmarking, Workday-enabled processes, annual compensation cycles, incentive plan administration, data integrity/auditing, reporting/analytics, and cross-functional coordination with HR, Finance, Legal, Payroll, and Recruiting.

Provide day-to-day HR guidance and own employee relations cases including investigations, documentation, and resolution. Coach managers on performance, behavior, and conflict; support HR operations, case management, and core people processes. Identify trends, maintain SOPs and HR metrics, and partner with HR Business Partners, legal, and Centers of Excellence to ensure consistent policy execution and improved manager capability.

Support payroll processing, reconciliation, and compliance (including garnishments and tax notices); manage HR data integrity and reporting; resolve escalated Tier 2/3 HR operations tickets; partner with HR, payroll, benefits, finance and IT; identify trends and recommend process improvements; maintain documentation and confidentiality; support HR systems testing and process enhancements.

Serve as a strategic HR partner to managers across G&A, R&D, and GTM, guiding performance management, employee relations, investigations, organizational effectiveness, talent development, and workforce planning. Coordinate with HR Centers of Excellence to deliver integrated people solutions, analyze workforce data to inform decisions, support organizational change, and drive HR programs and continuous improvement to enhance manager capability and employee experience.