Top Hybrid HR & Recruiting Jobs in Boston, MA

Lead and grow a global product and engineering recruiting team: set performance goals, mentor managers and recruiters, partner with business leaders, improve processes, source hard-to-find engineering talent, leverage AI tools, maintain ATS accuracy, and ensure excellent candidate experience across hiring lifecycle.

Manages full-cycle technical recruiting for engineering, software, product development, operations, and other technical functions. Responsibilities include sourcing, screening, interviewing, coordinating candidates, building talent pipelines, partnering with hiring managers on recruiting strategies, providing market insights, and maintaining candidate data in Workday ATS. The role is a 6–12 month contract with hybrid travel to Lowell, Massachusetts, and requires strong communication, stakeholder management, and organizational skills.

Lead DraftKings' strategy for leadership effectiveness by designing scalable, AI-enabled leadership experiences, coaching, simulations, and manager support. Partner with senior leaders and HR to translate culture into practical behaviors, deploy leadership copilots, and deliver measurable improvements in manager effectiveness and organizational health.

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.

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.

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.

Lead a small team to build and scale technical training, documentation, and a Help Center for partners and internal teams. Own LMS administration, authoring tools, NPI enablement, cross-functional cadence with Sales/Product/Engineering, and use AI to improve efficiency and effectiveness.

Senior HR leader responsible for building and scaling the People function for a high-growth AI software company. Partner with CEO and exec team to translate business strategy into people strategy, lead org design, workforce planning, talent acquisition, performance management, compensation, retention, leadership development, and employee lifecycle. Drive data-driven hiring, leverage AI and automation to scale HR operations, and build a high-performance culture through change management and leadership coaching.

Leads complex employee relations cases and workplace investigations, advises leaders and HR partners, interprets employment policies, and ensures legal and organizational compliance. The role analyzes case data and workforce trends, develops reporting and dashboards, identifies systemic risks, and recommends culture, training, and process improvements. It requires strong judgment, discretion, investigation, reporting, and executive influence skills while managing sensitive information and collaborating with Legal, Compliance, Privacy, Internal Audit, and business stakeholders.

Leads enterprise talent management strategy, succession planning, talent reviews, leadership pipeline development, senior leader development, executive onboarding, and talent analytics. Advises executives and HR partners, identifies high-potential successors, designs leadership assessments and coaching programs, strengthens workforce planning, and integrates talent initiatives across HR. Partners on Workday implementations and explores AI-enabled process improvements.