150+ HR & Recruiting Jobs in Boston, MA

Observed local government pay is strong: Boston human resources specialists had a $90,270 median, $96,840 mean, $68,650 25th percentile, and $121,700 75th percentile in 2025. Leadership is a different bracket: local human resources managers had a $184,990 median and $197,730 mean, with a $317,690 90th percentile. More current posting-based signals are directional rather than official wage benchmarks, but they line up reasonably well: local posted salary bands center on about $96k to $137k, and Revelio Public Labor Statistics shows a Massachusetts mean offered salary of about $99,891 on new HR openings in September 2026 (n=966).

Full September 2026 market report

Advertised pay

Across the 138 openings that disclose pay, the advertised range midpoint runs $75,125 at the 25th percentile, $101,950 at the median and $134,181 at the 75th. These are advertised ranges, not earned pay.

Active openings as of October 17, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 160 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Boston is a competitive but still workable market for Human Resources, Recruiting & People Operations right now. The metro had 21,770 human resources specialists employed in 2025 and a location quotient of 1.37, meaning HR specialist employment is more concentrated here than nationally. Recent demand is real but selective: the local posting sample shows more than 250 postings across more than 175 companies over the last 90 days, while Revelio Public Labor Statistics shows Massachusetts HR/recruiting/people-ops employment up 3.0% year-over-year and active postings up 13.4% year-over-year in September 2026. The catch is that Boston metro professional and business services employment was down 0.9667% year-over-year in August 2026, so HR hiring is happening against a somewhat softer corporate-support backdrop.

Best positioned: Candidates with measurable recruiting or HRBP results, strong ATS/data skills, and relevant experience in biotech, insurance, healthcare, or staffing have the best odds right now.

Main caution: Do not run a remote-only search: the local category sample is about 50% hybrid and about 10% remote, while Boston job postings overall shifted much more heavily toward in-person work in 2026.

From the September 2026 market report

Who is hiring here

Counted across all 160 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Formlabs Inc.: 8 open roles
2. Anduril Industries, Inc.: 6 open roles
3. ACL Digital: 4 open roles
4. Air Force Civilian Service: 3 open roles
5. Job Mobz: 3 open roles
6. Staples, Inc.: 3 open roles
7. AssemblyAI: 2 open roles
8. BMC Health System: 2 open roles
9. BMC Software, Inc.: 2 open roles
10. Cambridge Associates LLC.: 2 open roles

Where the openings are

• Boston: 75
• Somerville: 11
• Cambridge: 8
• Burlington: 7
• Bedford: 7
• Framingham: 6
• Waltham: 4
• Salem: 3

Work arrangement

on-site 88 (55%), hybrid 61 (38%), remote 10 (6%)

Where the demand is

Real opportunity is spread across a long tail rather than concentrated in one obvious destination. The recent local sample shows more than 250 postings across more than 175 companies, and the employer mix is fragmented. The heaviest industry pockets are insurance at about 20%, biotechnology research at about 15%, and retail, hospitals and health care, and healthcare at about 10% each. That mix matters because it favors candidates who can translate HR skills into regulated, operational, or high-volume environments. Among the most consistently active named employers were Anduril Industries, Adecco Group, Adusa, ACL Digital, American Income Life, Boston Health Care for the Homeless Program, Formlabs, and Mercer. Boston's October 2026 LEAP HR life-sciences event also centered talent-acquisition operating models and metrics, which is a useful local signal that biotech and life-sciences employers still care about sophisticated TA design, not just resume screening. In practice, the best local lanes look like corporate HRBP/generalist work in regulated sectors, recruiting and TA operations in agency or fast-growth environments, and people operations roles inside healthcare systems and mission-driven employers. Evidence is strongest for broad HR specialist/generalist and manager demand; it is thinner for narrower sub-functions such as compensation, benefits, DEI, and L&D.

• Regulated-sector HRBP / generalist (high): Insurance, biotechnology research, hospitals, and healthcare make up a large share of the local posting mix, which favors candidates who can handle policy-heavy hiring, employee relations, and process discipline.
• Recruiting and TA operations (high): Active names such as Adecco Group, ACL Digital, Anduril Industries, Formlabs, and Mercer point to continued opportunity in recruiting, staffing, and talent-operations work, especially for candidates who can speak to TA metrics and workflow design.
• Mission-driven healthcare / nonprofit people ops (moderate): Healthcare and hospitals are meaningful pieces of the local mix, and Boston Health Care for the Homeless Program appears among active employers, suggesting steady but less flashy people-ops demand outside pure corporate settings.

Where to focus: Target regulated employers where HR is tied to hiring process discipline, compliance, and stakeholder management—especially biotech, insurance, healthcare, and staffing-related teams.

Roles worth searching next

• Payroll specialist: It uses the same employee-data accuracy, systems discipline, and policy awareness that many HR operations candidates already have.
• Business operations analyst or coordinator: People-ops work often overlaps with workflow design, reporting, vendor coordination, and cross-functional execution.
• Customer success or account manager at an HR-tech, staffing, or benefits vendor: Recruiting and HR candidates often already know the buyer problems, tools, and service workflows these vendors support.
• Compliance coordinator or policy analyst: Regulated-sector HR experience transfers well into documentation, audit prep, policy rollout, and risk-sensitive process work.

What postings ask for

• Data analysis (premium | immediate): It is the most frequently cited hard skill in the local sample at about 20%, and it fits the local emphasis on talent-acquisition metrics and operating-model design. Who: Mid-career recruiters, HRBPs, and people-ops candidates who want to move beyond coordinator-level work.
• Applicant tracking systems (table_stakes | immediate): Applicant tracking systems show up in about 15% of local postings, making HR-tech fluency a baseline filter for many recruiter, coordinator, and generalist roles. Who: Entry-level candidates, career switchers, and anyone whose experience comes from smaller firms with less formal HR tooling.
• Project management (differentiator | immediate): Project management appears in about 15% of local postings and fits employers' interest in TA operating models, process redesign, and cross-functional execution. Who: People-ops, HR operations, TA operations, and HRBP candidates.
• Full-cycle recruiting and LinkedIn Recruiter (differentiator | immediate): LinkedIn Recruiter and full-cycle recruiting each appear in about 10% of local postings, so candidates who can show sourcing-to-close ownership have an edge. Who: Recruiters, agency candidates, and career switchers coming from talent-facing sales or account roles.
• Stakeholder management, conflict resolution, and relationship-building (premium | near-term): Stakeholder management appears in about 10% of local postings, and Hays identified conflict resolution and relationship-building as in-demand HR skills nationally. Who: HRBPs, employee-relations-adjacent candidates, and recruiters supporting demanding hiring managers.
• PHR (differentiator | near-term): PHR is the most commonly required certification in the local sample, although it appears in only about 5% of postings, so it is a useful credibility signal rather than a universal gate. Who: Career switchers and early-to-mid career generalists who need a fast credibility boost.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Boston-Cambridge-Newton, MA-NH?

Observed local government pay is strong: Boston human resources specialists had a $90,270 median, $96,840 mean, $68,650 25th percentile, and $121,700 75th percentile in 2025. Leadership is a different bracket: local human resources managers had a $184,990 median and $197,730 mean, with a $317,690 90th percentile. More current posting-based signals are directional rather than official wage benchmarks, but they line up reasonably well: local posted salary bands center on about $96k to $137k, and Revelio Public Labor Statistics shows a Massachusetts mean offered salary of about $99,891 on new HR openings in September 2026 (n=966). Boston pays above the national HR specialist median of $75,940, so this market can support a solid professional income even before you reach director level. That said, Boston remains expensive: the metro home price index was up 2.1% year-over-year as of July 2026.

Where is demand for Human Resources, Recruiting & People Operations roles in Boston-Cambridge-Newton, MA-NH concentrated?

Real opportunity is spread across a long tail rather than concentrated in one obvious destination. The recent local sample shows more than 250 postings across more than 175 companies, and the employer mix is fragmented. The heaviest industry pockets are insurance at about 20%, biotechnology research at about 15%, and retail, hospitals and health care, and healthcare at about 10% each. That mix matters because it favors candidates who can translate HR skills into regulated, operational, or high-volume environments. Among the most consistently active named employers were Anduril Industries, Adecco Group, Adusa, ACL Digital, American Income Life, Boston Health Care for the Homeless Program, Formlabs, and Mercer. Boston's October 2026 LEAP HR life-sciences event also centered talent-acquisition operating models and metrics, which is a useful local signal that biotech and life-sciences employers still care about sophisticated TA design, not just resume screening. In practice, the best local lanes look like corporate HRBP/generalist work in regulated sectors, recruiting and TA operations in agency or fast-growth environments, and people operations roles inside healthcare systems and mission-driven employers. Evidence is strongest for broad HR specialist/generalist and manager demand; it is thinner for narrower sub-functions such as compensation, benefits, DEI, and L&D.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Boston-Cambridge-Newton, MA-NH?

Recent postings show the most activity from Anduril Industries, Inc. (5 postings), Adecco Group (5 postings), Adusa (5 postings), ACL Digital (5 postings), American Income Life (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Boston-Cambridge-Newton, MA-NH be done remotely?

Of recent postings, 10% are remote and 50% hybrid, with 40% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

Browse Massachusetts openings by job title

• Associate Director: 126 open roles statewide

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