Top Hybrid HR & Recruiting Jobs in Boston, MA

Lead enterprise talent management strategy and multi-year priorities. Design, pilot, implement, and scale talent practices that improve assessment, development, deployment, and retention. Partner with senior HR and business leaders, manage complex cross-functional initiatives, integrate AI and automation, establish success metrics, and translate organizational trends into actionable enterprise insights and recommendations.

Leads training content strategy, learning platform administration, and continuous improvement initiatives. Manages content creators, instructional designers, and training specialists while partnering with operations, HR, IT, vendors, and subject matter experts. Oversees digital and instructor-led learning materials, analyzes learner data and feedback, maintains LMS functionality, and aligns training programs with compliance, operational, and strategic goals. Coaches team members and fosters an inclusive, collaborative learning culture.

Executes Flywire’s global job architecture initiative, including job mapping validation, career ladder development, leveling calibration, stakeholder coordination, vendor management, change management, manager education, and rollout readiness. Supports compensation benchmarking, offer and promotion reviews, compensation cycles, market analysis, and data-quality improvements. The role partners with business leaders, Total Rewards stakeholders, HR teams, and external vendors while maintaining project milestones, documentation, governance, and auditability.

Lead day-to-day People Operations including end-to-end onboarding/offboarding, HRIS administration, multi-state compliance, benefits and leave management, payroll support, employee engagement programs, performance review support, HR reporting and metrics, and ad-hoc recruiting and employer branding support.

The Senior People Partner will collaborate with leaders to embed people strategies that enhance colleague experience and drive performance. Responsibilities include managing a team, influencing senior stakeholders, defining high performance, and championing employee experience across North America in a rapidly growing environment.

Provide consultative compensation expertise to HR and business leaders: advise on pay practices, job architecture, offers, promotions, annual planning, governance in Workday, and lead cross-functional compensation initiatives to improve programs and ensure policy-aligned, consistent decisions.

Lead design, configuration, and deployment of Workday HCM (focus on Absence Management and Global Time Tracking). Manage high-volume data migrations via EIBs, build complex reports and dashboards, optimize Talent/Benefits/Compensation modules, troubleshoot integrations, and deliver global training and documentation to support scalable People Operations.

Partner with hiring managers to design and execute full-cycle recruiting strategies for Marketing/GTM and other roles. Source passive candidates, maintain pipelines in Greenhouse, manage candidate experience, analyze recruiting metrics, support DEI sourcing and People team projects, and lead offer negotiations across seniority levels.

Lead full-cycle global recruiting for commercial and go-to-market roles (and select Support/Enablement/G&A), build proactive candidate pipelines, execute sourcing strategies for hard-to-find talent, partner with commercial leaders, use market insights and AI tools to improve candidate engagement and time-to-hire, and advance TA initiatives including AI adoption, employer brand, and ED&I.

Serve as the dedicated compensation partner for Product & Technology leaders and HRBPs. Own new hire offers, internal equity reviews, leveling, out-of-cycle requests, and end-to-end compensation cycle execution. Lead market benchmarking, budget modeling, competitive intelligence, and global compensation projects. Build benchmarking methodologies, comp tools, and manager enablement materials. Partner closely with Recruiting, Finance, Legal, and People partners to provide market insights, recommendations, and drive cross-functional compensation initiatives.