Top Remote HR Jobs in Boston, MA

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Own hands-on HR operations, including multi-state compliance, policy updates, annual compliance audits, handbook refreshes, payroll and benefits escalations, leave questions, and process improvement. The role also reviews HR administration work, helps integrate AI into HR operations, and grows into broader day-to-day HR operations management. Candidates need in-house generalist experience, strong judgment, and comfort handling payroll, benefits, and compliance in a fast-paced, multi-state environment.

Own hands-on HR operations across multi-state compliance, policy drafting, payroll, benefits, leave escalations, audits, handbook updates, and process improvement. The role will lead the annual compliance audit and handbook refresh, review HR administration work, resolve complex employee questions, and help redesign HR operations using AI. Requires in-house generalist experience in a fast-paced, multi-state environment.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Supports HR operations, compliance, onboarding, employee records, certifications, training, reporting, events, culture initiatives, proposal resume preparation, acquisition integration, and process improvement. The role partners with Talent Acquisition, manages HRIS data and onboarding documentation, conducts orientations, maintains personnel files, prepares reports, and supports employee communications and company programs.

The Senior HR Generalist manages employee lifecycle activities, including onboarding, offboarding, employee relations, performance reviews, development plans, HR compliance, policy updates, records management, HR reporting, and employee engagement initiatives. The role advises employees and managers, supports a positive workplace culture, maintains confidential HR data, and improves HR processes across assigned departments.

Recruit technical field technicians nationwide by posting jobs, sourcing candidates, conducting screenings, coordinating interviews, and maintaining talent pipelines. Manage onboarding, background checks, tax and payment documentation, employee and contractor records, compliance and insurance tracking, and technician inquiries. Support HR leadership with policy implementation, reporting, and administrative tasks while managing high-volume recruiting across multiple time zones.

Supports the full range of HR functions, including recruiting, onboarding, employee relations, compliance, HRIS administration, payroll and benefits support, compensation analysis, performance programs, and HR projects. Partners with employees, managers, and HR leadership on investigations, policies, employment law compliance, reporting, and talent initiatives. The role also leads regional projects and identifies opportunities to use AI tools to improve HR processes and employee experience.

The HR Generalist partners with U.S. employees and managers on employee relations, benefits, leave and accommodations, compliance, and HR operations. Responsibilities include administering health and welfare benefits, 401(k) plans, payroll deductions, open enrollment, compliance filings, policies, investigations, performance processes, and HR documentation. The role also researches employment requirements, resolves sensitive issues, improves processes, and collaborates with payroll, finance, legal counsel, vendors, and HR leadership.

Leads CNI’s enterprise HR function across employee experience, total rewards, HR operations, talent acquisition, workforce engagement, and learning. Partners with the Chief People Officer to execute people strategy, transformation, governance, compliance, workforce planning, and organizational change. Advises executives, leads HR directors, strengthens operational performance, uses workforce analytics, and ensures scalable, compliant HR practices across multiple companies, contracts, and geographically dispersed teams.

Serves as a strategic HR partner to business leaders, guiding talent strategy, workforce planning, succession, organizational design, change management, employee relations, and workforce redesign. Uses talent data and analytics to inform decisions, supports people programs, resolves complex employee relations matters, and leads cross-functional HR initiatives that improve organizational effectiveness, engagement, and employee experience.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Supports HR compliance, process governance, audits, policy maintenance, SOP development, workflow improvement, data analysis, and cross-functional HR projects. Coordinates regulatory requirements, corrective action plans, process metrics, system changes, training, and HR-related mergers and acquisitions. Partners with HR Operations, Payroll, Benefits, Legal, HR Systems, and business leaders to improve controls, accuracy, scalability, and operational effectiveness.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Supports recruiting, onboarding, interview coordination, HR events, employee engagement, workforce planning, reporting, HR technology, and process improvement initiatives while maintaining confidential information and collaborating with HR professionals and business leaders.

Leads global human resources strategy for a SaaS organization, including workforce planning, talent acquisition, organizational design, culture, employee engagement, leadership development, HR operations, and international employment compliance. Advises executive leadership, manages global HR teams, develops scalable people programs, and drives organizational transformation, performance, and continuous improvement across multiple geographies.

Partners with executives, managers, and employees to deliver HR strategies, talent management, employee relations, performance management, compensation, benefits, analytics, and organizational effectiveness initiatives. Advises on HR policies and workforce issues, leads improvement projects, supports organizational change, ensures compliance, and collaborates with HR centers of excellence. The role is hybrid in Waltham, Massachusetts, with 10–25% travel.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

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.