Human Resources Manager Jobs in Massachusetts
Human Resources Manager jobs in Massachusetts are consistently active across the state's deep base of higher education, life sciences, financial services, and healthcare employers, with openings at every level from HR generalist stepping into management to senior HR business partner. Boston, Cambridge, and Worcester are the heaviest hiring metros, anchored by employers such as Mass General Brigham, State Street, and Biogen, all of which maintain large, permanent HR functions. The most in-demand specialties are talent acquisition, employee relations, and HR business partnering aligned to specific business units. Find a role that fits below and apply directly.
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The People Business Partner is an early-career business partner role responsible for providing hands-on, on-site support to a large and dynamic employee population across manufacturing, engineering, and operational functions. This role works closely with Senior People Business Partners and business leaders to deliver consistent, responsive, and practical people support while building broad HR business partnering capability.
The People Business Partner serves as a highly visible resource to employees and front-line managers, helping address day-to-day employee relations matters, policy interpretation, performance concerns, workforce changes, and other employee lifecycle needs. The role requires a strong on-site presence, sound judgment, discretion, and the ability to build trusted relationships in a fast-paced environment.
This position is required to work on-site five days per week with the ability to work flexible hours as needed to support our growing 24x7 operation.
What you'll do:
- Partner closely with Senior People Business Partners to support a large employee population across manufacturing, engineering, and other technical or operational functions
- Serve as a first point of contact for routine employee and manager questions, escalating complex or high-risk matters to a Senior BP or appropriate HR subject matter expert
- Develop a strong understanding of the assigned organization, including workforce needs, organizational structure, operational priorities, and employee challenges
- Support Senior BPs in preparing for and following up on leadership meetings, talent discussions, workforce planning activities, organizational changes, and other people initiatives
- Help identify recurring people issues and trends and bring observations and recommendations forward to the Senior BP team
- Maintain strong visibility and accessibility with employees and managers by regularly spending time in assigned work areas
- Provide guidance and coaching to managers on routine employee relations matters, including attendance, performance, workplace behavior, policy interpretation, and interpersonal concerns
- Conduct or support fact-finding and preliminary employee relations reviews under the guidance of a Senior BP
- Assist with employee investigations, documentation, interviews, and follow-up actions as appropriate
- Support employee engagement, retention, recognition, onboarding, and communication initiatives
- Partner with managers to identify opportunities to improve the employee experience, communication, and team effectiveness
- Help ensure that employees working across shifts and functions have equitable access to People support and information
- Support administration and employee communication related to leaves of absence, accommodations, and return-to-work processes in partnership with the appropriate HR team members
- Assist with onboarding, internal transfers, promotions, organizational changes, and offboarding activities
- Help ensure employee records, HR documentation, and transactions are completed accurately and in a timely manner
- Support the implementation of company-wide People programs and initiatives within assigned client groups
- Assist with performance management, talent review, engagement surveys, compensation processes, and other annual HR cycles
- Perform other job-related duties as assigned
What we’re looking for:
- Bachelor’s degree in Human Resources or a related field, or equivalent combination of education and experience
- 2–5 years of progressive Human Resources experience, preferably in a manufacturing, engineering, technical, industrial, or other fast-paced operational environment
- Experience supporting or exposure to employee relations matters, including performance management, attendance, workplace conduct, and manager coaching
- Experience with or exposure to employee benefits administration, leave administration, or employee lifecycle processes
- Demonstrated ability to handle confidential information with professionalism, discretion, and sound judgment
- Strong interpersonal and relationship-building skills with the ability to work effectively with employees ranging from front-line technicians to senior leaders
- Strong written and verbal communication skills
- Highly organized with the ability to manage multiple priorities in a fast-paced and changing environment
- Experience supporting a large employee population or multiple business functions
- Experience in a manufacturing, engineering, R&D, startup, or rapidly scaling organization
- Experience supporting shift-based, hourly, exempt, and non-exempt employee populations
- Familiarity with employment law and HR compliance requirements
Bonus points for:
- PHR, SHRM-CP, or progress toward an HR certification
Must-have Requirements:
- Perform activities such as typing, standing, or sitting for extended periods of time
- Dedication to safety to mitigate industrial hazards that may include heat, cold, noise, fumes, strong magnets, lead (Pb), high voltage, and cryogenics
- Willingness to travel or work required nights/weekends/on-call occasionally
At CFS, we excel in fast-paced environments, driven by our values of integrity, execution, impact, and self-critique. As we grow, we’re eager to bring on mission-driven folks who offer diverse perspectives and fresh ways to tackle challenges.
The People Business Partner is an early-career business partner role responsible for providing hands-on, on-site support to a large and dynamic employee population across manufacturing, engineering, and operational functions. This role works closely with Senior People Business Partners and business leaders to deliver consistent, responsive, and practical people support while building broad HR business partnering capability.
The People Business Partner serves as a highly visible resource to employees and front-line managers, helping address day-to-day employee relations matters, policy interpretation, performance concerns, workforce changes, and other employee lifecycle needs. The role requires a strong on-site presence, sound judgment, discretion, and the ability to build trusted relationships in a fast-paced environment.
This position is required to work on-site five days per week with the ability to work flexible hours as needed to support our growing 24x7 operation.
What you'll do:
- Partner closely with Senior People Business Partners to support a large employee population across manufacturing, engineering, and other technical or operational functions
- Serve as a first point of contact for routine employee and manager questions, escalating complex or high-risk matters to a Senior BP or appropriate HR subject matter expert
- Develop a strong understanding of the assigned organization, including workforce needs, organizational structure, operational priorities, and employee challenges
- Support Senior BPs in preparing for and following up on leadership meetings, talent discussions, workforce planning activities, organizational changes, and other people initiatives
- Help identify recurring people issues and trends and bring observations and recommendations forward to the Senior BP team
- Maintain strong visibility and accessibility with employees and managers by regularly spending time in assigned work areas
- Provide guidance and coaching to managers on routine employee relations matters, including attendance, performance, workplace behavior, policy interpretation, and interpersonal concerns
- Conduct or support fact-finding and preliminary employee relations reviews under the guidance of a Senior BP
- Assist with employee investigations, documentation, interviews, and follow-up actions as appropriate
- Support employee engagement, retention, recognition, onboarding, and communication initiatives
- Partner with managers to identify opportunities to improve the employee experience, communication, and team effectiveness
- Help ensure that employees working across shifts and functions have equitable access to People support and information
- Support administration and employee communication related to leaves of absence, accommodations, and return-to-work processes in partnership with the appropriate HR team members
- Assist with onboarding, internal transfers, promotions, organizational changes, and offboarding activities
- Help ensure employee records, HR documentation, and transactions are completed accurately and in a timely manner
- Support the implementation of company-wide People programs and initiatives within assigned client groups
- Assist with performance management, talent review, engagement surveys, compensation processes, and other annual HR cycles
- Perform other job-related duties as assigned
What we’re looking for:
- Bachelor’s degree in Human Resources or a related field, or equivalent combination of education and experience
- 2–5 years of progressive Human Resources experience, preferably in a manufacturing, engineering, technical, industrial, or other fast-paced operational environment
- Experience supporting or exposure to employee relations matters, including performance management, attendance, workplace conduct, and manager coaching
- Experience with or exposure to employee benefits administration, leave administration, or employee lifecycle processes
- Demonstrated ability to handle confidential information with professionalism, discretion, and sound judgment
- Strong interpersonal and relationship-building skills with the ability to work effectively with employees ranging from front-line technicians to senior leaders
- Strong written and verbal communication skills
- Highly organized with the ability to manage multiple priorities in a fast-paced and changing environment
- Experience supporting a large employee population or multiple business functions
- Experience in a manufacturing, engineering, R&D, startup, or rapidly scaling organization
- Experience supporting shift-based, hourly, exempt, and non-exempt employee populations
- Familiarity with employment law and HR compliance requirements
Bonus points for:
- PHR, SHRM-CP, or progress toward an HR certification
Must-have Requirements:
- Perform activities such as typing, standing, or sitting for extended periods of time
- Dedication to safety to mitigate industrial hazards that may include heat, cold, noise, fumes, strong magnets, lead (Pb), high voltage, and cryogenics
- Willingness to travel or work required nights/weekends/on-call occasionally
At CFS, we excel in fast-paced environments, driven by our values of integrity, execution, impact, and self-critique. As we grow, we’re eager to bring on mission-driven folks who offer diverse perspectives and fresh ways to tackle challenges.
See All 101+ Human Resources Manager Jobs in Massachusetts
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Find Human Resources Manager JobsHuman Resources Manager Jobs by City in Massachusetts
Where Massachusetts roles are concentrated, by current openings.
Human Resources Manager Job Market in Massachusetts
A snapshot from current Massachusetts openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Non-Profit & Social Services
- Chemicals & Materials
- Staffing & Recruiting
- Electronics & Hardware
What Massachusetts Employers Look For
The qualifications that appear most often in human resources manager jobs across Massachusetts.
- Bachelor's degree in human resources, business administration, or a closely related field
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or required by most Massachusetts employers
- Five or more years of progressive HR experience with at least two in a supervisory role
- Demonstrated knowledge of Massachusetts employment law including PFMLA and wage and hour statutes
- Experience managing full-cycle recruitment, onboarding, and performance management programs
- Strong proficiency with HRIS platforms such as Workday, SAP SuccessFactors, or ADP
Human Resources Manager Jobs in Massachusetts: Frequently Asked Questions
How do you become a human resources manager in Massachusetts?
Most human resources manager roles in Massachusetts require a bachelor's degree in human resources, business, or organizational psychology, followed by several years of progressively responsible HR work. Massachusetts has no state-issued license for HR managers, but employers consistently favor candidates who hold the SHRM-CP or SHRM-SCP credential from the Society for Human Resource Management, or the PHR and SPHR from the HR Certification Institute. Familiarity with Massachusetts-specific employment statutes, including the Paid Family and Medical Leave Act, strengthens any application.
How much do human resources managers make in Massachusetts?
Human resources managers in Massachusetts earn a median of about $181,780 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $99,990 for the lowest 10% to over $315,700 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire human resources managers in Massachusetts?
Employers hiring human resources managers in Massachusetts right now include Commonwealth of Massachusetts, University of Massachusetts Amherst, and Target, based on current listings on Migrate Mate as of September 2026. Massachusetts's concentration of large academic medical centers, global asset managers, and life sciences firms means HR manager demand stays broad and relatively stable across sectors.
Which Massachusetts cities have the most human resources manager jobs?
Boston, Cambridge, and Worcester account for the largest share of human resources manager openings in Massachusetts. Boston and Cambridge dominate because of the region's headquarters-dense financial services sector, major research hospitals, and university systems, while Worcester draws openings from UMass Memorial Health and regional manufacturers that maintain standalone HR teams.
Are there remote human resources manager jobs in Massachusetts?
Yes, and more than many management roles, because much of the work involves advising, policy development, and coaching that can happen over video and messaging platforms. About 50% of human resources manager openings tied to Massachusetts are remote or hybrid as of September 2026, reflecting a genuine shift in how Boston-area employers structure the function. Employee relations investigations, new-hire orientation, and on-site labor relations still tend to require in-person presence.
How can I get hired as a human resources manager in Massachusetts with little or no experience?
The most realistic entry path is landing an HR coordinator or HR generalist role at a mid-size Massachusetts employer and building toward management over two to three years. Large academic medical centers such as Mass General Brigham and Boston Children's Hospital run structured HR associate programs that bring in candidates from adjacent administrative or operations roles. Earning the SHRM-CP early signals commitment and partially offsets a shorter experience record. Lateral moves from payroll specialist, benefits administrator, or talent acquisition coordinator positions are common stepping stones inside Massachusetts's healthcare and higher education sectors.
Where can I find and apply to human resources manager jobs in Massachusetts?
You can find and apply to human resources manager jobs in Massachusetts on Migrate Mate, which lists current openings across the state. Search the listings, find roles that match your background and location, and apply directly to the employers posting them.
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