HR A&I Business Partner, Global Supply Chain

Additional Location(s): US-MN-Maple Grove

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions.       

About the role:
The HR Acquisition & Integration Business Partner, Global Supply Chain plays a critical role in ensuring seamless people-related integration across acquisitions impacting Boston Scientific’s Global Supply Chain (GSC) and Quality functions. This role is responsible for leading organizational transitions, HR system and policy alignment, and short-term HRBP coverage for acquired teams. Operating as a key partner to HR M&A, People Services, and GSC leadership, this role ensures acquired employees are fully and cleanly integrated into Boston Scientific’s people infrastructure, while maintaining business continuity and cultural alignment.

Work model, sponsorship, relocation:
At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our local office at least three days per week. Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time. Relocation assistance is not available for this position at this time.

Your responsibilities will include:

● Leading HR integration activities for GSC and Quality acquisitions, including organizational transitions, retention planning, RIF execution, and workforce process alignment.

● Delivering Day One and post-close integration across HR systems, policies, and operating models.

● Providing strategic input on integration decisions without owning long-term talent or organization strategy.

● Supporting integration-related org design and synergy planning with business leaders and HR partners.

● Executing RIF activities in partnership with People Services.

● Leading manufacturing transfer retention strategies and employee readiness.

● Rolling out HR policies in partnership with People Services and the HR M&A Center of Excellence.

● Coordinating interim HRBP support and coaching acquired-site HR teams during transition.

● Leading Global Mobility integration planning and kickoff for acquired talent.

● Managing HR integration project plans, tracking milestones, risks, and dependencies.

● Driving cross-functional collaboration between HR, Legal, Finance, Communications, and Operations.

● Executing within HR M&A playbooks and governance frameworks to ensure standardization and excellence.

● Contributing to continuous improvement of integration tools, frameworks, and enterprise acquisition readiness.

Scope of role – Global Human Resources Business Partner (HRBP):

Strategic Partnership
• Team Alignment: Lead and drive people and organizational strategies as part of a Senior Leadership Team to enable business goals and objectives. Drive team effectiveness to enhance performance. Coach and support leadership on talent strategies that drive business outcomes.
• Workforce Planning: Lead Workforce Planning through Annual Operating Planning (AOP) and Strat Planning. Support Business Development efforts. Assess organizational health and evaluate opportunities to improve performance.

Talent Management
• Develop and lead the talent agenda, which includes creating plans that assess talent, perform pipeline analysis and fill gaps to develop and move people within the enterprise as appropriate.
• Attract: Using key insight from workforce and talent planning efforts, partner with leaders and TA to create a strategic TA strategy. Support the development of an internal and external pipeline of talent for all senior and critical roles. Review and understand external talent trends.
• Develop: Partner with Talent COE to create strategies to support (examples might include early career programs; Leadership Development; Skills enhancement in key areas). Lead a sustainable Talent Review & Succession Planning that delivers on key talent actions building robust succession pipelines.
• Retain: Build relationships and create visibility for key talent. Create retention strategies and partner with Global Total Rewards to develop effective rewards programs. Ensure clarity on succession and career opportunities.

Culture and Inclusion
• Work closely with leaders and teams to enable, promote, and recognize company values and behaviors. Create an environment of innovation by highlighting the diverse perspectives and experiences of our team. Emphasize not only results but how those results are delivered.
• Amplify: Communicate and highlight culture and inclusion programs. Promote ERGs, inclusion, and equitable practices. Amplify our employees' voice through the Engagement Survey, our Inclusion Council and align to our listening strategy.
• Implement: Identify and develop strategies and initiatives aligned with our purpose and values. Ensure leadership engagement and demonstration of our core value behaviors.
• Sustain: Establish KPIs to assess progress and ensure programs and initiatives are having the desired impact and are driving sustainable change.

Organizational Design
• Partner with business leaders to assess organizational needs and develop solutions to enhance performance, productivity, and team effectiveness.
• Assess: Collaborate with divisional/functional peers to assess organizational evolution. Proactively lead an annual review and identify gaps/challenges.
• Plan: Partner with the business leader to plan the reorganization, determine impacts and build a thorough plan for execution and change enablement.
• Execute: Own the execution of the reorganization plan, including communications, people impacts, change plan and follow-ups. Engage other parts of HR model to support execution as appropriate.

Qualifications:

Required qualifications:
● Bachelor’s degree in Business, Human Resources, or related field.
● Minimum of 5 years' experience in M&A acquisition and integration with direct ownership of HR integration activities.
● Minimum of 5 years' experience in progressive HR roles (e.g., HRBP, M&A, or equivalent), supporting complex, multi-stakeholder environments.
● Proven track record executing organizational transitions, retention planning, workforce actions, and HR system integrations.
● Demonstrated ability to operate in fast-paced, ambiguous environments and drive execution with limited direction.

Preferred qualifications:
● Experience supporting Global Supply Chain, Manufacturing, Operations, or Quality organizations.
● Strong project management skills, including milestone tracking, workplan development, and cross-functional coordination.
● Experience working within matrixed, global organizations.
● Exposure to HR system implementations or migrations (e.g., SuccessFactors).

Requisition ID: 621008

Minimum Salary: $122100 

Maximum Salary: $232000 

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see www.bscbenefitsconnect.com—will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.

Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).

Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements).

For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability.

As a leader in medical science for more than 40 years, we are committed to solving the challenges that matter most – united by a deep caring for human life. Our mission to advance science for life is about transforming lives through innovative medical solutions that improve patient lives, create value for our customers, and support our employees and the communities in which we operate. Now more than ever, we have a responsibility to apply those values to everything we do – as a global business and as a global corporate citizen.

So, choosing a career with Boston Scientific (NYSE: BSX) isn’t just business, it’s personal. And if you’re a natural problem-solver with the imagination, determination, and spirit to make a meaningful difference to people worldwide, we encourage you to apply and look forward to connecting with you!

At Boston Scientific, we recognize that nurturing a diverse and inclusive workplace helps us be more innovative and it is important in our work of advancing science for life and improving patient health. That is why we stand for inclusion, equality, and opportunity for all. By embracing the richness of our unique backgrounds and perspectives, we create a better, more rewarding place for our employees to work and reflect the patients, customers, and communities we serve. 

Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, gender expression, veteran status, age, mental or physical disability, genetic information or any other protected class.

Please be advised that certain US based positions, including without limitation field sales and service positions that call on hospitals and/or health care centers, require acceptable proof of COVID-19 vaccination status.  Candidates will be notified during the interview and selection process if the role(s) for which they have applied require proof of vaccination as a condition of employment.  Boston Scientific continues to evaluate its policies and protocols regarding the COVID-19 vaccine and will comply with all applicable state and federal law and healthcare credentialing requirements.   As employees of the Company, you will be expected to meet the ongoing requirements for your roles, including any new requirements, should the Company’s policies or protocols change with regard to COVID-19 vaccination.