Boston Scientific Director HR Business Partner - WATCHMAN Cardiology Division 

United States, Minnesota 

267847376

Strategic Business Partnership:

• Partner with senior leaders to align people strategies with business goals, enabling sustainable growth and high-impact results.
• Leverage your deep understanding of market dynamics, financial drivers, and competitive trends to inform strategic decisions.
• Translate business insights into comprehensive HR strategies covering organization design, succession planning, and workforce agility.
• Build trust and credibility with senior executives and cross-functional peers through strategic counsel and execution.

Talent Management & Workforce Planning:

• Drive workforce planning initiatives to proactively address future talent needs and mitigate risk.
• Analyze data to identify trends, develop actionable insights, and influence executive decisions on talent strategy.
• Lead the division's talent agenda by assessing pipeline strength, identifying gaps, and developing future leaders.
• Design and implement succession planning, coaching, and targeted development programs.
• Partner with cross-functional teams to deploy impactful development and retention strategies.
• Promote a continuous learning mindset across teams and leadership levels.

Culture & Performance Excellence:

• Foster a culture of performance and innovation by promoting Boston Scientific's values and inclusive leadership behaviors.
• Champion a psychologically safe workplace where every employee feels seen, heard, and valued
• Highlight and leverage diverse perspectives to fuel creativity and better serve patients.
• Support leaders in addressing barriers to engagement, performance, and belonging.

Organizational Effectiveness & Change Leadership:

• Assess organizational effectiveness and design agile structures to support business evolution.
• Navigate ambiguity and drive alignment through change by combining empathy with structured planning.
• Lead change management efforts to support strategic initiatives and improve team performance.
• Help leaders and teams adapt to transformation with minimal disruption.
• Communicate vision, context, and decisions clearly, especially during periods of change.

Digital Innovation & Analytics:

• Embrace digital tools to simplify workflows, support hybrid work, and enhance employee experience.
• Advocate for HR innovation in a tech-forward environment.
• Utilize tools such as an HRIS, Power BI, or similar platforms to track and share KPIs.
• Ensure data-driven decision making across all HR initiatives.

Collaboration & Leadership Development:

• Partner with Centers of Excellence to implement enterprise-wide talent, rewards, learning, and inclusion initiatives.
• Provide mentorship and guidance to HR peers, reinforcing a culture of continuous learning and collaboration.
• Contribute to the development and execution of business and functional HR strategic plans across the broader Cardiology organization.

Required qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
• Minimum of 10 years of progressive human resources experience, preferably in a complex and/or global organizational environment.
• Demonstrated experience in workforce planning, organizational development, and change management strategies.
• Strong background in talent acquisition, employee development, engagement, and retention practices.
• Proven business acumen with the ability to partner and influence across various levels of an organization, including executive leadership.
• Experience leading cross-functional teams and scaling human resources programs across multiple geographies.
• Ability to work effectively with diverse populations and across cultures; international HR experience is a plus.
• Excellent verbal and written communication skills, with strong facilitation and stakeholder engagement capabilities.

Preferred qualifications:

• Demonstrated ability to operate with a global mindset and effectively collaborate across functions, business units, and geographic regions.
• Strong orientation toward customer service, initiative, and results, with the ability to work independently and prioritize effectively in a dynamic environment.
• Experience designing and implementing talent strategies that support evolving organizational needs, particularly in growth-stage or rapidly scaling businesses.

Compensation fornon-exempt (hourly), non-sales rolesmay 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 forexempt, non-sales rolesmay 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.

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.