Top Hybrid HR & Recruiting Jobs in Boston, MA

Lead global Total Rewards and HRIS transformation: own compensation framework and annual cycles, drive Workday Advanced Compensation design and data governance, manage HRIS team, build people analytics, and lead AI/automation adoption across HR operations to improve efficiency and compliance.

The Senior Talent Acquisition Partner will manage full-cycle recruiting, partnering with hiring managers to develop strategies, source candidates, and ensure a positive candidate experience.

The Director of People Operations & Total Rewards will lead the strategy and execution of HR operations, compensation, and benefits, focusing on AI integration and organizational scaling.

Partner with business leaders to drive organizational effectiveness, culture change, performance management, engagement, retention, and talent development. Lead organizational design, change management, and scalable people programs in collaboration with HR COEs. Ensure compliance with federal and state laws and support long-range growth and hiring planning.

The Benefits Analyst II manages employee benefits programs, ensuring compliance, analyzing trends, and collaborating with HR leadership and vendors to optimize offerings.

The role involves serving as a strategic HR Business Partner for the GTM organization, utilizing data for planning and performance management, coaching leaders, supporting development initiatives, managing employee relations, and facilitating hiring processes.

The Contract Manager oversees compliance and administration related to collective bargaining agreements for student workers at Harvard Medical School, providing guidance, training, and support across departments while managing grievances and participating in negotiations.

Lead planning, execution, and continuous improvement of talent development programs. Manage project plans, live and hybrid events, enrollment, vendor relationships, mentoring programs, learning assets, and performance metrics to enhance workforce leadership and professional skills.

Lead strategy, design, governance, administration, and evaluation of executive and director compensation programs. Partner with senior leaders, HR, Legal, Finance, and consultants to develop recommendations, prepare Board materials, ensure regulatory and governance compliance, run annual planning cycles, benchmark market practices, model payouts, and communicate executive-ready analyses and decisions.

Lead talent mapping and market intelligence, design strategic sourcing for specialized roles, and advise hiring teams using data and visual analysis. Execute high-quality sourcing, phone screens, and candidate outreach; recruit full lifecycle when needed. Build talent insights to inform long-term attraction and skills planning.

Lead full-cycle technical recruiting for Engineering, Product, and AI roles. Source passive candidates, build pipelines, run structured intake and interview processes, partner with hiring managers, track pipeline metrics, and improve recruiting operations and candidate experience.