Top Hybrid HR & Recruiting Jobs in Boston, MA

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.

Own enterprise-scale revenue enablement programs across Sales and Customer Success, including strategy, onboarding, product readiness, coaching, methodology adoption, manager reinforcement, and measurement. Build Customer Success enablement from the ground up, diagnose capability gaps, align cross-functional stakeholders, and connect interventions to business outcomes. Develop scalable content, governance, technology, and AI-enabled workflows while advising senior GTM leaders and supporting global readiness initiatives.

Leads People Success strategy and programs for go-to-market functions, partnering with executives on organizational design, talent management, workforce planning, employee relations, compensation, engagement, and retention. Manages a global People Success team, uses people analytics to guide decisions, coaches managers and employees, facilitates workshops, and drives scalable employee experience initiatives in a rapidly changing environment.

Leads product enablement for go-to-market teams by designing and delivering product training, launch programs, onboarding, demos, and internal event content. Partners with Product, Product Marketing, and technical specialists to ensure accuracy and connect product capabilities to customer value. Measures engagement and business impact using enablement metrics, field feedback, and data. Manages programs across global, cross-functional teams using Highspot, Articulate, Gong, and Salesforce.

Lead community and inclusion initiatives within the People & Talent team. Manage Employee Resource Group partnerships, coaching, corporate giving, employee events, and programs supporting hiring and retention. Track program outcomes, build sustainable processes, support diverse talent partnerships, and collaborate across HR functions. The role requires strong stakeholder management, communication, project execution, cultural competence, and comfort navigating ambiguity.

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 operationalization program, including job mapping, career ladders, leveling calibration, stakeholder validation, vendor coordination, change management, manager education, and rollout readiness. Supports compensation benchmarking, offer and promotion reviews, compensation cycles, market analysis, governance, and data quality improvements. The role requires strong project coordination, analytical skills, cross-functional collaboration, and expertise in compensation or total rewards.

Own corporate hiring across the US and global commercial and go-to-market recruitment across 25+ countries. Build proactive talent pipelines, execute sourcing strategies, provide market insights, manage 10–20 requisitions, and deliver end-to-end candidate experiences. The role also supports talent acquisition improvements involving AI adoption, candidate experience, diversity and inclusion, employer value proposition, and employer branding. This is a hybrid position based in Boston, Massachusetts.

Administer and optimize Workday HCM, supporting implementation, testing, go-live, configuration, reporting, maintenance, troubleshooting, automation, security, and data quality. Partner with People & Culture, Payroll, Finance, IT, and business stakeholders to translate requirements into scalable HR technology solutions, improve workflows, maintain compliance, and enhance employee and manager experiences.

Serve as the strategic compensation partner for Sales, advising senior leaders on offers, equity, leveling, promotions, retention, benchmarking, and compensation cycles. Analyze market and internal data, support incentive-plan governance and modeling, lead competitive intelligence, improve compensation programs, manage strategic projects, and develop manager enablement materials. Partner closely with Finance, Sales Operations, Recruiting, Legal, and HR while presenting recommendations to executive stakeholders.