HR Jobs in Cambridge, MA

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Senior HR Business Partner supporting MongoDB’s Technical Services organization. Partners with senior leaders on workforce planning, organizational design, change management, performance, compensation, succession, engagement, employee relations, and talent development. Uses people and business insights to guide decisions, leads annual people cycles, and improves scalable HR processes. Requires strategic HRBP experience in high-growth technology environments and recurring travel to offices and leadership offsites.

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.

Lead the company’s HR strategy and daily operations across a multi-location workforce. Oversee employee relations, compliance, benefits, performance management, policy development, workforce planning, onboarding, and HR administration. Advise executives and branch leaders, build scalable HR processes, support acquisitions and employee integration, and promote engagement, retention, accountability, and culture. The role requires extensive travel to branch locations across the Northeast and Upper Midwest.

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.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Leads HR and Payroll transformation consulting engagements, including operating model assessments, HCM implementations, system selection, process redesign, governance, and compliance improvement. Advises client executives, develops future-state roadmaps, manages project delivery, leads workshops, builds client relationships, mentors teams, contributes to thought leadership, and supports proposals, pricing, and practice growth.

Supports recruiting, hiring, onboarding, employee orientation, performance management, HR programs, employee records, HR systems, reporting, and intranet content. The role maintains accurate confidential data, coordinates time-sensitive processes, assists with system administration and troubleshooting, and contributes to HR projects and process improvements. It offers broad exposure to global HR operations and requires strong organization, discretion, communication, technology skills, and follow-through.

Partners with managers and employees to align HR strategy with business goals. Advises on talent management, performance evaluation, employee relations, succession planning, learning and organizational development. Develops and evaluates professional development programs, supports HR technology initiatives, and contributes to firmwide HR strategy in a global, hybrid environment.

Supports HR leadership and operating company management by executing core HR processes, advising leaders and associates, supporting recruitment, promoting inclusion, administering engagement programs, managing employee and labor relations, ensuring employment-law compliance, coordinating workers’ compensation reporting, and identifying training and development needs.

Paid 10-week HR internship providing exposure to talent management, talent acquisition, people analytics, benefits, learning and development, compensation, employee relations, and associate experience. Interns will complete a dedicated assignment, participate in meetings and networking, analyze their area, and present findings to leadership. The role requires strong communication, analytical thinking, emotional intelligence, accountability, and multitasking.

Leads the global contingent workforce strategy, governance, lifecycle management, supplier ecosystem, compliance, budgeting, technology, analytics, and continuous improvement. Oversees MSPs, staffing suppliers, independent contractors, and statement-of-work engagements while managing labor spend, rate cards, supplier performance, worker classification, co-employment risk, and audit readiness. Partners with HR, Procurement, Legal, Finance, IT, Risk, and business leaders, and leads the contingent workforce team and executive reporting.

Provides strategic HR consulting to the Division of Arts and Humanities, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, compensation, labor policies, compliance, and change management. Uses HR metrics to guide recommendations and improve processes and employee experience. Partners with central HR teams and supports managers in a complex, decentralized, unionized environment.

Leads global employee relations and HR compliance programs, including investigations, performance management, disciplinary actions, policy development, audits, regulatory monitoring, privacy compliance, and manager training. Provides employment-law and practical guidance to HR and business leaders, manages complex cases, partners with Legal and outside counsel, and develops risk-balanced frameworks across the organization.

Supports global talent development operations, including Learning Management System administration, workshop and development event coordination, vendor management, online learning, and talent management activities. The role requires detail orientation, analytical ability, flexibility, confidentiality, discretion, and professional communication. The co-op will gain experience in learning operations, project and program management, analysis, and communication while cross-training across talent development functions.

Supports People Analytics through forecasting, predictive and AI-driven modeling, dashboard maintenance and consolidation, data quality improvements, visualization, reporting, and deep-dive research. The role generates actionable talent insights for workforce planning, engagement, retention, development, and organizational effectiveness while streamlining HR workflows and collaborating with Talent, HR, and business partners.

Lead Workday as the enterprise HR platform: own strategy, governance, security, and continuous improvement. Manage and evolve a Workday team, prioritize intake and roadmap, implement automation and AI-driven self-service, partner cross-functionally, and step into complex configuration when needed to deliver scalable, compliant solutions.

Serve as strategic HR advisor to global Technology leaders, driving organizational design, workforce planning, leadership development, change management, and AI-related workforce strategy to scale high-performing engineering, product, and IT teams.

Serves as a senior HR advisor to managers, faculty, administrators, and employees. Leads recruitment, performance management, leadership development, job reviews, position management, employee and labor relations, accommodations, and leave processes. Supervises an HR Coordinator, supports unionized workforce matters, interprets policies and agreements, analyzes organizational needs, and partners on workforce planning, compliance, and continuous improvement.

Provides HR partnership to fiscally sponsored nonprofit projects, advising leaders on employee relations, performance management, recruitment, job design, policy application, compliance, onboarding, and workforce needs. The role coaches managers, identifies risks, coordinates with internal HR and business teams, supports equitable hiring practices, conducts audits, and contributes to HR initiatives and process improvements.

Supports day-to-day HR operations in a hospitality environment, including recruitment, interview scheduling, candidate communication, onboarding, employee record maintenance, engagement initiatives, and employee relations activities. Partners with hotel leadership while gaining exposure to talent acquisition, compliance, and performance management. The role requires professionalism, confidentiality, strong communication, attention to detail, and comfort working in a fast-paced, guest-facing setting.

Serves as the strategic HR Business Partner to Commercial Sales and Marketing leadership. Leads workforce planning, organizational design, talent strategy, sales hiring, onboarding, employee engagement, performance management, succession planning, and organizational development. Acts as HR lead for launch readiness, coordinating Talent Acquisition, Total Rewards, HR Operations, Learning and Development, Compliance, and Legal. Advises leaders through rapid growth, commercialization, organizational change, and infrastructure development while supporting an inclusive, high-performing culture.

Leads the College’s human resources function and advises the President and executive team on workforce strategy. Oversees talent acquisition, workforce planning, succession, culture, performance management, learning and leadership development, employee relations, compensation, benefits, compliance, HR systems, budgeting, and vendor relationships. The role manages HR staff and supports organizational change, employee engagement, and mission-aligned workplace practices across approximately 130 faculty and staff.

Coordinates payroll, benefits administration, HRIS maintenance, onboarding, offboarding, employee records, reporting, and routine HR support. Manages biweekly payroll in Paycom, benefits enrollments and open enrollment, employee data accuracy, I-9 records, orientations, employment changes, performance-process tracking, and HR communications. Provides responsive assistance to employees and supervisors while maintaining confidentiality, meeting deadlines, resolving routine issues, and escalating matters requiring HR judgment.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.