Principal, HR Change Enablement

Additional Location(s): US-MA-Marlborough

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 Principal, HR Change Enablement plays a critical role in enabling enterprise-level capability transformation across Global HR, with a specific focus on Growth Mindset culture-building and AI-powered talent enablement. This role partners closely with Talent Management, Learning & Development, HR Business Partners, and senior leaders to design and deliver structured change strategies that accelerate adoption of AI tools, build a growth mindset culture, and strengthen talent capability at scale across a complex, multi-year transformation.

This position operates as a strategic thought partner and execution lead — bringing clarity, structure, and rigor to the intersection of talent strategy, learning enablement, and enterprise AI adoption. 

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:

Growth Mindset & AI Enablement Change Leadership

• Lead end-to-end change enablement for Talent Management initiatives, including Growth Mindset culture activation, AI skills development, Learning Hub adoption, and HRBP capability transformation.
• Design and execute change strategies that connect Growth Mindset and AI curiosity as a unified, integrated capability shift — not separate workstreams.
• Partner with Talent Management, Learning, and Comms leads to embed growth mindset themes into AI adoption messaging, manager communications, and learning pathways.

Stakeholder & Sponsor Engagement

• Develop stakeholder mapping, sponsor engagement approaches, and readiness planning aligned to talent transformation milestones and executive sponsorship structures.
• Act as a trusted advisor to senior HR and Talent leaders, providing guidance on managing resistance to AI adoption (including ethical, environmental, and behavioral concerns) and building organizational readiness.
• Support executive communication preparation, including HRLT, PIB, and board-level readiness on talent and AI topics.

Change Artifacts & Scalable Enablement

• Design practical, reusable change artifacts (e.g., change plans, impact assessments, leader talking points, message maps, HRBP toolkits) that can scale across talent initiatives and functions.
• Develop and maintain message cascade strategies that reach people leaders directly — not just through traditional top-down channels — to ensure AI and Growth Mindset messages land consistently.
• Support the design and delivery of AI capability pathways, including Learning Hub activation, practical prompting workshops, AI coaching tools (e.g., Maestro), and skills-led learning programs.

Enterprise Integration & Collaboration

• Integrate change management with talent communications, governance (e.g., AI Acceleration Council, activation pods), and program execution to ensure alignment and momentum.
• Coordinate with cross-functional partners in Learning, Comms, HRBP, and Enterprise AI to ensure a coherent, employee-centered change experience.
• Apply a continuous improvement lens — capturing lessons learned from activation, iterating approaches based on HRBP and employee feedback, and strengthening enterprise change capability over time.

Enterprise Leadership & Ways of Working

• Build strong partnerships across Talent Management, Learning & Development, HR CoEs, HRBPs, Comms, and the Enterprise AI team.
• Influence without authority across highly matrixed teams and governance structures.
• Model and reinforce the leadership behaviors that are foundational to AI adoption: curiosity over fear, progress over perfection, and learning over defensiveness.
• Comfortable navigating ambiguity and evolving enterprise priorities with a strong ownership mindset and bias toward action.
• Able to flex capacity across enterprise priorities while maintaining focus on critical-path talent and AI enablement work.

Required qualifications:

• Bachelor’s degree in human resources, organizational development, business administration, or a related field
• Minimum of 8+ years' experience in change management within large, matrixed organizations
• Demonstrated experience executing change initiatives involving organizational transformation and technology adoption
• Experience developing and executing structured change strategies and implementation plans
• Working knowledge of formal change management methodologies (e.g., Prosci, ADKAR, or equivalent frameworks)
• Demonstrated communication and facilitation skills across varied audience

Preferred qualifications:

• Master’s degree in human resources, organizational development, business administration, or a related field
• Background in executing change initiatives that include talent management, culture transformation, and technology adoption components
• Knowledge of organizational readiness assessments and learning adoption approaches
• Exposure to AI-related change initiatives, including communication and adoption strategies
• Familiarity with enterprise AI adoption, learning experience platforms (e.g., Degreed), or AI-enabled coaching tools
• Involvement in AI-driven organizational transformation initiatives
• Understanding of talent management processes, including talent planning, development, or succession
• Collaboration with human resources functions or partnership with HR teams
• Demonstrated ability to influence stakeholders without direct authority
• Ability to balance strategic planning with hands-on execution

Requisition ID: 627657

Minimum Salary: $102100 

Maximum Salary: $194000 

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.

Boston Scientific transforms lives through innovative medical technologies that improve the health of patients around the world. As a global medical technology leader for more than 45 years, we advance science for life by providing a broad range of high-performance solutions that address unmet patient needs and reduce the cost of healthcare. Our portfolio of devices and therapies helps physicians diagnose and treat complex cardiovascular, respiratory, digestive, oncological, neurological and urological diseases and conditions. Learn more at www.bostonscientific.com and follow us on LinkedIn.

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.