Vice President of Organizational Transformation and HR Strategy

Additional Location(s): US-MN-Arden Hills

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.       

Position Summary:

We are looking for a strategic, enterprise-minded leader to serve as the Vice President of Organizational Transformation and HR Strategy. This role is built for someone who sees HR as a catalyst for business transformation, and who thrives at the intersection of organizational strategy, operating model evolution, data and analytics and enterprise-wide change.

This individual will partner with the CHRO and the HR Leadership Team to set the HR strategy and lead the transformation of the HR operating model to ensure the function is agile, data-driven, and aligned to deliver business value at scale. While deep HR technical knowledge is not required, a strong understanding of how HR enables business outcomes—through people, data, and design—is essential.

This role is ideal for a leader with deep transformation and data and analytics experience, someone who has led large-scale enterprise change and is now ready to architect and operationalize transformation at the functional and enterprise level for Boston Scientific.

Key Responsibilities:

Strategic planning and Portfolio Management

• Develop and implement HR strategies that support organizational transformation and business objectives.  Lead the annual strategic planning, AOP and workforce planning process for enterprise HR. 
• Own the HR strategic and project portfolio, overseeing planning, execution, and governance for key initiatives across the HR function.
• Ensure the portfolio is aligned with enterprise priorities and delivers measurable business value.
• Lead cross-functional governance forums to manage dependencies, resource allocations, and risk.
•  Managing functional priorities, leadership agendas, and execution against enterprise goals.
• Drive coordination across the HR Leadership Team, including executive communications, board preparation, and strategic planning.

HR Operating Model Transformation

• Lead the design and implementation of the future-state HR global operating model, ensuring it is modern, scalable, and aligned with the needs of a complex, global business. The global operating model should support organizational agility, data driven decision making, governance and alignment with complex business goals. 
• Partner with HR and business leaders to support the evolution of the model, evolving capabilities, identifying gaps and opportunities and partnering with the HR Service Delivery team and COEs to ensure global alignment to the evolving model. 
• Partner with the HR Business Partner and Talent Management partner for HR to support the resourcing and skill development of the team as it evolves through the operating model.

Enterprise Transformation & Change Leadership

• Serve as a transformation architect for enterprise-level initiatives, partnering with Business and HR leaders to drive organizational design, workforce strategy, and change adoption.
• Develop and lead change enablement strategies and skills that engage stakeholders, accelerate adoption, and sustain outcomes for enterprise HR programs and large-scale change programs.

HRBP Capability Building & Enablement

• Build and elevate the capability of the HR Business Partner community in partnership with the COEs in areas such as:
• Organizational design and effectiveness
• Strategic workforce planning
• Using data and analytics to drive decisions
• Provide frameworks, tools, and thought leadership to position HRBPs as transformation leaders and build change enablement capabilities across the function.

Data, Analytics & Value Demonstration

• Lead the development of a comprehensive suite of organizational and talent analytics to inform and evolve enterprise-wide workforce and talent strategies.
• Design and implement metrics and performance measures that evaluate the value and effectiveness of HR programs, services, and transformation efforts delivered to internal customers.
• Establish HR’s role as a business-facing consulting group, delivering data-backed insights, external benchmarking, and market research to support internal strategy decisions and organization transformation programs.
• Create compelling narratives and value messaging using data and insights to influence senior leadership and demonstrate HR’s impact on business outcomes.
• Leverage and build out enterprise talent score card to reflect organization health and areas of risk.

Global HR Communications Strategy

• Support the development and execution of a global HR communications strategy, ensuring clarity, engagement, and alignment across key audiences and change initiatives.

Required Qualifications:

• 15+ years of experience in business transformation, strategy consulting and preparation, and or enterprise change.
• Proven experience leading HR operating model transformation or large-scale enterprise change.
• Strong portfolio and program management skills across complex, cross-functional environments.
• A broad understanding of the role HR plays in enabling business strategy without requiring deep HR experience
• Strong data fluency and ability to extract insights and build influence through metrics and storytelling.
• Exceptional collaboration and influencing skills.

Preferred Qualifications 

• Experience in working with a HR transformation office.
• Prior experience partnering across a matrixed organization and building talent and data capabilities.
• Familiarity with M&A lifecycle and organizational integration practices.
• Knowledge of AI related technologies, an indication on impact and digital
• Preference for this role to sit in Marlborough, MA

Requisition ID: 608528

Minimum Salary: $215100 

Maximum Salary: $408700 

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 identify, 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.