Top Hybrid HR & Recruiting Jobs in Boston, MA

Lead Klaviyo’s global mobility and immigration program, including visa petitions, relocations, secondments, international assignments, compliance, vendor management, and employee support. Partner with leadership, outside counsel, relocation providers, and employees to manage immigration risks, evolving regulations, sensitive documentation, and global assignment processes. Develop scalable programs that support career development and international workforce movement while ensuring an accurate, compliant, and employee-friendly experience.

Own and redesign Nexthink’s global revenue onboarding and ramp program from pre-hire through first deal close. Build role-based curricula, define time-to-productivity benchmarks, coordinate with Sales, Customer Success, Product Marketing, and RevOps, and use data to improve rep readiness. The role requires autonomous execution, strong facilitation and communication, cross-functional influence, and experience with modern GTM tools across a complex B2B SaaS environment.

Own global full-cycle recruiting with a primary focus on enterprise sales and GTM hiring. Build proactive talent pipelines, partner with senior leaders, define candidate profiles, manage hiring through Greenhouse, improve interview processes, deliver strong candidate experiences, and use recruiting metrics to optimize outcomes. The role is hybrid in Boston, requiring three office days per week.

Leads Datadog’s recruiting operations, technology, systems, and AI enablement strategy for a recruiting organization of approximately 200 professionals. Owns the recruiting technology roadmap, automation, AI governance, data workflows, vendor relationships, and platform adoption. Partners with Recruiting, Engineering, IT, Security, Finance, People Technology, analytics, and executives to improve recruiter productivity, hiring quality, compliance, and user experience while leading multidisciplinary teams and organizational transformation.

Leads end-to-end experienced hiring across internal firm services, manages recruiting strategy and staffing priorities, coaches recruiters, monitors pipelines and metrics, coordinates with hiring leaders, improves recruiting processes, oversees ATS administration and vendors, and addresses escalations and hiring delays.

Supports Mirakl’s global Talent Acquisition team with interview coordination, co-op recruiting, candidate onsite experiences, process improvement, employer branding, and ATS data maintenance. The role manages applicant workflows, coordinates schedules, assists recruiters, and contributes to pipeline reporting. This is a six-month Boston-based co-op beginning January 2027 for Northeastern University students eligible for co-op credit.

Leads compensation programs and analysis for a global employee population. Partners with HR, Finance, and business leaders on pay decisions, job evaluations, salary structures, merit and promotion cycles, incentives, market data, budgeting, and compliance. Builds compensation models, dashboards, reports, and tools; advises on policies; manages process improvements; and supports accurate compensation accruals and administration.

Strategic HR business partner for the global go-to-market organization, advising senior leaders on talent strategy, organizational design, workforce planning, employee relations, manager coaching, succession planning, and people analytics. The role leads talent programs, compensation and performance cycles, supports global restructuring, develops high-potential employees, partners with Talent Acquisition and other People functions, and mentors People team members.

Leads the end-to-end talent acquisition function, including employer branding, requisition management, technical and clinical recruiting, passive-candidate sourcing, hiring-manager advising, workforce planning, and recruiting metrics. Builds AI-enabled hiring workflows using automated sourcing, screening, scorecards, and analytics while ensuring human judgment, fairness, explainability, compliance, and a strong candidate experience.

Supports commercial training and continuous improvement programs by developing SOPs, handbooks, guides, and training materials. Coordinates onboarding, tracks training completion, supports training events and competency assessments, and keeps process documentation aligned with business updates. The role translates complex information into clear content, supports cross-functional projects, and helps maintain training systems across multiple grocery brands.