Top Hybrid HR & Recruiting Jobs in Boston, MA

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.

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.

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.

The Technical Recruiter will manage the full recruitment cycle, source candidates for various technical roles, and enhance MORSE's employer brand.

Leads global executive recruiting and succession pipeline development, primarily for Executive Director roles in pharmaceutical R&D. Advises senior leaders on talent strategies, market intelligence, assessment, succession readiness, diversity, rewards, and hiring decisions. Manages direct searches, internal slates, talent mapping, external search partners, and vendor performance. Uses ATS, CRM, data storytelling, and AI-assisted talent intelligence to improve hiring outcomes, inclusion, process efficiency, and executive decision quality.

Leads full-cycle recruitment, including sourcing, screening, interviewing, selection, offers, and candidate experience. Advises hiring managers on equitable hiring practices, manages talent pipelines and recruitment analytics, coordinates onboarding and employment documentation, and oversees intern, fellow, and volunteer programs. Maintains recruiting and HR systems, records, templates, and compliance processes while partnering with internal stakeholders to improve hiring and onboarding effectiveness.

Manages partner development, engagement, retirement, and career-transition programs for a global law firm. Leads program planning, communications, coaching relationships, stakeholder coordination, vendor management, and sensitive partner support. Supervises an engagement coordinator, maintains budgets and project plans, evaluates program effectiveness, and recommends process improvements. Requires strong judgment, discretion, communication, organization, and experience managing sophisticated initiatives involving senior stakeholders.

Serves as the strategic HR partner for Harvard College, advising leaders on workforce planning, organizational design, talent management, performance, employee relations, workplace investigations, compensation, policy compliance, and organizational change. Uses HR metrics to guide recommendations, manages complex workforce matters, and collaborates with central HR teams to deliver coordinated solutions. The role is hybrid, requiring 2–3 on-site days per week in Cambridge, Massachusetts.

Leads the organization’s total rewards strategy, including compensation, benefits, pay equity, incentives, HR systems, people analytics, and policy development. Oversees HR due diligence and integration for acquisitions, evaluates HRIS platforms such as ADP, develops workforce dashboards, ensures regulatory compliance, and advises executive leadership on workforce costs, trends, and programs.

Leads enterprise knowledge governance and learning initiatives across Global People Services. Responsibilities include auditing and improving employee-facing content, coaching content owners, developing training materials, facilitating workshops, assessing learning needs, supporting process and technology adoption, and enabling operational readiness. The role also measures learning effectiveness, supports change initiatives, and drives continuous improvement in knowledge quality, employee self-service, and service delivery outcomes.