Boston Scientific Vice President Organizational Transformation HR Strategy 

United States, Massachusetts, Marlborough 

270717829

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

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.