People Operations

• Collaborate with stakeholders to gather and analyze business requirements related to PeopleSoft applications and Oracle platforms
• Translate business requirements into detailed functional and technical specifications
• Assist development and administration teams to configure and customize applications to align with organizational needs
• Design and document system architectures
• Collaborate with cross-functional teams to integrate software solutions with other enterprise systems
• Collaborate with quality assurance teams to ensure the reliability and accuracy of software solutions
• Investigate and resolve issues related to PeopleSoft applications, providing timely and effective support
• Collaborate with technical teams to address and mitigate post-implementation challenges
• Create and maintain comprehensive technical documentation, including system design specifications, configuration details, and troubleshooting procedures
• Facilitate knowledge transfer sessions to ensure team members are well-equipped to manage PeopleSoft systems

PeopleSoft Functional Analyst

• Own all employee lifecycle processes, including onboarding, offboarding, promotions, transfers, organizational changes, and terminations.
• Lead end-to-end People Operations for a global workforce consisting of U.S. employees, international contractors, and Employer of Record (EOR) employees across multiple countries.
• Partner with talent acquisition on compensation benchmarking for open roles, top of funnel resume review, offer deck creation, and data analysis to continuously improve our hiring process
• Own company engagement initiatives, including quarterly employee engagement (eNPS) surveys, analysis, and action planning.
• Manage annual open enrollment and ongoing benefits administration
• Own our performance management process, including our mid-year and EOY performance reviews.
• Ensure compliance with federal, state, and international employment laws and HR best practices.
• Maintain employee records and ensure data integrity and compliance across HR systems.
• Own creating a great office experience for our community at our Boston headquarters
• Develop, document, and continuously improve HR processes to support company growth and operational excellence.

Director, People Operations – Employee Experience

• Serve as a trusted first point of contact for employees on HR processes, policies, benefits, systems, and general people-related questions.
• Ensure operational excellence. Manage and continuously improve employee lifecycle processes, including onboarding, offboarding, employee changes, employment verifications, I-9 documentation, immigration support, and personnel record maintenance.
• Own benefits administration, partnering with Director of People Operations and external vendors to ensure accurate, timely, and employee-friendly execution.
• Maintain accurate employee data and documentation across HR systems, reports, distribution lists, organization charts, compliance records, and related people operations tools.
• Coordinate required compliance training, including Code of Conduct, anti-discrimination and anti-harassment training, and future public-company readiness topics.
• Drive continuous improvement of People Operations workflows to improve consistency, scalability, documentation hygiene, and the employee experience.
• Support employee engagement, and internal community and culture initiatives, including social committee activities, DEI-related programming, and employee communications.
• Support performance management and talent processes by assisting with communications, timelines, materials, documentation, and process administration.
• Maintain job description template and library, career frameworks, competency materials, and related HR documentation and resources.
• Draft and coordinate employee communications, including intranet content, promotion announcements, company meeting materials, and other People team updates.
• Partner flexibly across the People function to support emerging priorities as the company grows and prepares for increased operational complexity.

People Operations Generalist

• Audit, redesign, and scale People Operations processes to support rapid headcount growth across multiple geographies and service lines
• Own the HRIS roadmap — evaluate, implement, and optimize platforms to support a growing, distributed workforce
• Develop HR reporting and dashboards that give leadership real-time visibility into headcount, compensation, and workforce trends
• Lead, coach, and develop the People Operations team, fostering a culture of accountability, continuous improvement, and employee-centric service delivery
• Serve as the primary HR compliance authority, ensuring all people practices comply with federal, state, and local employment laws
• Own and maintain the employee handbook, HR policies, and standard operating procedures
• Design and operationalize a structured onboarding program with manager check-in cadences that accelerate time-to-productivity
• Track new hire satisfaction, ramp completion, and regrettable attrition; use data to continuously improve the employee lifecycle experience
• Own a structured offboarding process that protects IP and client relationships, with exit interview synthesis delivered as quarterly attrition trend reporting to the CPO
• Administer all leave programs including FMLA, state-mandated leave, ADA accommodations, parental leave, and short- and long-term disability
• Ensure consistent application of leave policies and maintain up-to-date knowledge of evolving federal and state leave regulations
• Serve as the primary point of escalation for complex leave cases
• Partner with HR leadership to develop and execute a competitive total rewards strategy encompassing compensation, benefits, and recognition programs
• Oversee the design, administration, and communication of all employee benefit programs, including medical, dental, vision, life insurance, disability, FSA/HSA, and retirement plans (401(k))
• Manage relationships with benefits brokers, carriers, and third-party administrators
• Evaluate benefit offerings annually against market benchmarks and recommend enhancements to attract and retain talent
• Lead compensation planning cycles including merit increases, bonus administration, and equity programs
• Conduct regular market analyses and salary benchmarking to ensure pay equity and competitiveness
• Develop and communicate total rewards statements and resources to help employees understand the full value of their compensation package
• Oversee end-to-end payroll operations, ensuring accuracy, timeliness, and compliance across all jurisdictions
• Manage payroll vendors and internal controls, including audits and reconciliations

Director of People Operations

• Serve as the primary People Analytics consultant and point of contact for aligned business segments and/or People Centers of Excellence, building trusted, long-term partnerships
• Develop a deep understanding of clients’ strategies, priorities, operating context, and key people challenges
• Proactively identify and shape high-impact people analytics opportunities that support client strategies, moving from problem definition through insight to action
• Partner with clients to prioritize demand, ensuring People Analytics capacity is focused on work that delivers the greatest business and people impact
• Deliver analytics solutions by enabling clients to self-serve through existing dashboards, tools, and products, conducting analyses directly where appropriate, and orchestrating work across the broader People Analytics team to bring the right expertise to each problem
• Act as a subject-matter expert on People Analytics products, tools, and service offerings, and stay current on external people analytics trends, translating them into practical applications for clients
• Embed people analytics insights and capabilities within client organizations through effective storytelling, change management, and influence
• Upskill client teams and leaders to build confidence and capability in using people data as part of regular decision-making and planning processes
• Coach consultant colleagues on deeper understanding of our data and share wins in your client groups to enable your peers to scale
• Champion data-driven decision-making by sharing success stories, case studies, and examples of impact that reinforce the value of People Analytics across the organization
• Help refine the People Analytics consultant operating model and strategy, working with client groups to operationalize it

People Analytics Consultant

• Lead the transformation of People Analytics into a strategic, predictive, and AI-enabled capability that shapes organizational decisions, influences behavior, and drives measurable business outcomes.
• Define and execute the vision, operating model, and multi-year roadmap for the function, translating long-term strategy into clear priorities, adoption plans, and measurable progress.
• Build and lead a high-performing People Analytics team by establishing the capabilities, standards, and ways of working needed to scale impact, strengthen consultative partnership, and create a culture of ownership and accountability.
• Drive adoption of analytics, predictive insights, AI-enabled solutions, and new ways of working across the People organization, creating organizational alignment, momentum, and stakeholder engagement.
• Partner with senior leaders to solve complex talent and organizational challenges through data-driven recommendations, decision support, and solution design.
• Advance predictive analytics, workforce intelligence, and AI-enabled capabilities that help leaders anticipate risks, identify opportunities, and make better decisions.
• Modernize analytics products, reporting capabilities, data foundations, and governance processes in partnership with People Technology and Enterprise Analytics teams.

Director, People Analytics

• Define and lead the global People Experience vision aligned to business strategy and company culture.
• Design employee experiences across key lifecycle moments, targeted to specific employee groups.
• Lead change strategy and execution for enterprise-wide transformations.
• Own employee listening strategy including engagement surveys, pulse surveys, focus groups, sentiment analysis, and targeted diagnostics.
• Partner with Internal Communications and executives to create compelling narratives during change.
• Establish KPIs for employee experience and change effectiveness.
• Build and lead a high-performing global center of excellence team.

Global Head of People Experience – Orthopedics

• Providing strategic partnership with the organization to support overall operational effectiveness and division performance.
• Providing coaching and support to leaders regarding workforce planning, culture development, organizational policies & procedures and communication of key initiatives.
• Executes people programs (talent reviews, performance calibrations, merit and incentive awards, engagement surveys/action plans).
• Serving in a responsive manner to arising associate relations issues and managing conflict in varying situations such as performance coaching or dissatisfied associates; and directing associates to the appropriate resources for support as needed.
• Assessing and implementing proactive retention strategies.
• Partnering with leadership to assess leadership capability and ensure development and succession plans are in place to support current and future business requirements.
• Coaching and facilitation of leadership development programs to build capability; ensuring organizational health by promoting associate engagement.
• Serves as a change agent, reminding and reinforcing key messages.
• Participates in the Company's response to union organizing drives.
• Proactively seeking new ways of doing things to deliver better business results and effectively leading organizational change.
• Collaborates cross-functionally to ensure compliance with all applicable Federal/State/Local legislative requirements.
• Maintains confidentiality of financial information, insurance and litigation documents, associate information (e.g., wage information, discipline, health information) and other sensitive and confidential information.

People Business Partner

• Take a lead role in strengthening relationships with clients
• Drive market impact through business development in a highly collaborative environment
• Provide leadership in the delivery of engagements
• Develop strategies and implement practical work to help HR leadership teams deliver business outcomes
• Build lasting relationships with clients and serve as an ambassador of Protiviti in the market
• Mentor teams and oversee successful completion of project work plans

Senior Manager – Business Performance Improvement, People & Change, HR Transformation

• Own onboarding and offboarding end to end, including HRIS administration, I9s, system changes, and exit interviews
• Ensure compliance across all states including EEOC reporting, anti-harassment training, and leave of absence management
• Support payroll administration in partnership with Finance
• Manage employee data changes including location updates, role changes, and visa inquiries
• Serve as the primary contact for benefits administration and partner with employees and vendors to resolve open items
• Manage engagement and pulse surveys including setup, tracking, and reporting
• Facilitate employee resource group meetings and recognition programs
• Support performance review cycles and new hire and manager meetings including content development and running trainings
• Maintain accurate and up to date HR systems and materials
• Report out monthly and quarterly HR and recruiting metrics
• Support recruiting for open roles during busy periods
• Support employer branding initiatives

Senior People Operations Generalist

• Process employee lifecycle transactions including hires, transfers, promotions, and terminations
• Execute HR transactions accurately and on time while maintaining up-to-date employee records
• Ensure alignment and data consistency across Human Resources, payroll, and benefits systems
• Serve as a primary point of contact for HR-related inquiries from coworkers and managers
• Manage incoming requests through shared inboxes or ticketing systems and provide clear, timely communication
• Escalate and track issues to resolution while maintaining a high level of service delivery
• Perform quality checks on employee data and documentation to ensure accuracy and compliance with company policies and regulatory requirements
• Support audits by maintaining complete and accurate records
• Assist with HR system updates including testing, validation, and troubleshooting data discrepancies with technical teams
• Identify opportunities to improve processes, reduce errors, and support adoption of new HR programs and tools
• Work in a standard office environment with occasional travel as needed

People Operations Specialist

• Serve as a trusted advisor to the CEO and Executive Team on people, culture, and organizational health.
• Co-develop and drive the multi-year People & Culture strategy aligned with JVS’s organizational plan.
• Represent the People & Culture function at the Executive Team level and, as appropriate, to the Board of Directors.
• Provide candid, courageous counsel on sensitive people matters, organizational dynamics, and cultural health.
• Lead workforce planning in partnership with the CEO, program leaders, and Finance.
• Design and evolve organizational structures, job architectures, and role accountabilities.
• Advise on executive transitions, succession planning, and leadership pipeline development.
• Oversee full-cycle recruiting strategy, ensuring JVS attracts a diverse, mission-aligned workforce at all levels.
• Design and lead retention strategies grounded in data: turnover trends, engagement signals, and compensation benchmarking.
• Build and sustain an employer brand that reflects JVS’s culture and values.
• Personally handle or directly oversee complex, high-risk employee relations matters, including investigations and terminations.
• Ensure consistent, equitable application of HR policy and practice across all levels and departments.
• Maintain deep working knowledge of employment law and ensure compliance with all applicable federal, state, and local regulations.
• Lead design and administration of competitive, equitable total rewards programs (compensation, benefits, recognition).
• Oversee salary administration, pay equity analysis, and compensation benchmarking.
• Ensure the HRIS platform (ADP) is well-managed and leveraged for meaningful analytics and reporting.
• Lead design and delivery of fair, developmental performance management processes.
• Oversee leadership development and manager capability programs; manage the organization’s LMS.
• Own and drive JVS’s DEI&B strategy, embedding equity across all employee lifecycle practices.
• Champion Employee Resource Groups (ERGs) and partner with external DEI consultants to implement sustained cultural change.
• Directly lead, mentor, and develop the People & Culture team.
• Foster strong cross-functional relationships with Finance, Programs, Development, and Operations.
• Champion continuous improvement in HR processes with a focus on efficiency, consistency, and equity.

Senior Vice President, People and Culture

• Partner with global Sales executives to design and execute people strategies that drive business performance and growth.
• Lead organizational design and workforce planning initiatives to support evolving Sales priorities and scale effectively.
• Coach and influence senior leaders on performance management, talent strategy, and leadership effectiveness.
• Use people data and insights to identify trends, diagnose gaps, and implement targeted solutions that improve engagement and productivity.
• Drive global talent management processes, including performance reviews, succession planning, and leadership development.
• Champion diversity, inclusion, and belonging by embedding equitable practices across hiring, development, and team design.
• Collaborate cross-functionally across People and Sales orgs to lead and deliver complex, scalable programs aligned to business needs.
• Build and evolve operating models for People Business Partnership across global Sales teams in a high-growth, changing environment.

Director, People Business Partner

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People & Culture Business Partner

• Partner with Global Payroll & Benefits manager to oversee global payroll strategies, and provide oversight ensuring accuracy, compliance, and timeliness in payroll processing across all regions.
• Oversee global benefits strategy, partnering with vendors and internal stakeholders to provide competitive and cost-effective benefits offerings.
• Utilize HR data and analytics to generate insights and inform decision-making, developing dashboards and reports to track key HR metrics and trends.
• Managing the strategic and operational aspects of a global workforce including immigration compliance, compensation, and developing and implementing policies that support international assignments, ensuring legal and tax compliance.
• Oversee the implementation and optimization of HRIS systems, driving efficiency and effectiveness in data management and reporting.
• Develop and implement global compensation strategies and structures, ensuring alignment with organizational goals and industry best practices.
• Oversee day-to-day HR administrative functions, including record-keeping, employee inquiries, and documentation management.
• Develop, communicate, and enforce HR policies and procedures, ensuring compliance with local regulations and alignment with company values.
• Stay abreast of global HR laws and regulations, ensuring compliance in all areas of HR operations and proactively addressing any potential risks or issues.
• Identify opportunities for process improvement and efficiency gains in HR operations, leading initiatives to streamline workflows and enhance the employee experience.
• Transforms workflows to be AI-first by connecting tools, building scalable automations, and standardizing best practices across teams to drive efficiency and consistency.
• Leads AI adoption by coaching others, identifying high-impact use cases, and balancing experimentation with governance and quality standards.

Contractor, Global People Operations

• Lead the design and execution of transformation initiatives
• Own significant workstreams within a broader transformation roadmap
• Diagnose structural inefficiencies and redesign processes
• Implement scalable, AI-enabled solutions
• Partner closely with COEs, People Business Partners, Product, Engineering, and Operations teams globally
• Facilitate cross-functional working sessions

Senior People Transformation Strategist

• Own full-cycle recruiting across the organization, including sourcing, screening, interview coordination, candidate management, offer logistics, and closing.
• Manage multiple requisitions at once while maintaining clear priorities, fast follow-through, and strong communication with hiring managers and candidates.
• Conduct thoughtful recruiter screens that assess qualifications, motivation, communication style, compensation expectations, work authorization, and role alignment.
• Drive candidates through the process with urgency, including timely outreach, scheduling, feedback collection, decision follow-up, and offer-stage communication.
• Prepare and present qualified candidate slates to hiring managers with clear context, strengths, risks, and recommended next steps.
• Own offer logistics in partnership with Finance and hiring managers, including compensation alignment, offer approvals, offer letters, and candidate close strategy.
• Own ATS hygiene, requisition management, candidate stage accuracy, interview documentation, dispositioning, and recruiting workflow consistency.
• Serve as a trusted HR resource for employees and managers on people-related matters, balancing employee care with business judgment.
• Coach managers through performance conversations, employee concerns, corrective actions, performance improvement plans, and terminations.
• Conduct employee relations reviews or investigations as needed, maintaining appropriate documentation and involving outside counsel when appropriate.
• Own core HR operations, including HRIS data integrity, personnel records, onboarding and offboarding workflows, benefits administration support, and policy updates.
• Maintain awareness of federal and multi-state employment law requirements for a remote workforce and recommend practical compliance improvements.
• Support compensation benchmarking and market-informed hiring recommendations to improve offer competitiveness and internal consistency.
• Identify and evaluate recruiting tools, HR vendors, and process improvements that help scale the people function efficiently.
• Administer engagement surveys and support targeted culture, recognition, and retention initiatives as needed.
• Support remote culture programming: team events, recognition, and connection
• Partner with leadership to build workforce plans aligned to annual business goals and budget cycles. Identify and evaluate HR tools and vendors to scale the people function.

People Operations jobs in Massachusetts

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PeopleSoft Functional Analyst

Director, People Operations – Employee Experience

People Operations Generalist

Director of People Operations

People Analytics Consultant

Director, People Analytics

Global Head of People Experience – Orthopedics

Director, People Analytics

People Business Partner

Senior Manager – Business Performance Improvement, People & Change, HR Transformation

Senior People Operations Generalist

People Operations Specialist

Senior Vice President, People and Culture

Director, People Business Partner

People & Culture Business Partner

Contractor, Global People Operations

Senior People Transformation Strategist

People and Talent Manager