Boston Scientific Vice President Global Talent Acquisition 

United States, Minnesota 

869400215

Global Talent Acquisition Strategy & Execution

• Develop and execute a comprehensive global talent acquisition strategy that aligns with Boston Scientific’s business goals, market dynamics, and workforce capability needs.
• Establish a standardized, scalable, and data-driven recruitment framework that ensures consistency while adapting to regional market nuances.
• Champion diversity, equity, and inclusion (DE&I) by embedding inclusive hiring practices at every stage of the talent acquisition process.
• Oversee the implementation, adoption, and optimization of global talent acquisition technologies and harmonized global TA process initiatives.
• Establish and oversee a strategy for global recruitment branding/marketing and a continued rollout of our global EVP.
• Partner with global mobility to develop a process focused on internal talent moves building out new capabilities internationally.
• Strategize and oversee build out of global early career programs across BSC.
• Collaborate with senior leadership to anticipate talent needs and establish TA priorities that leverage a consistent operating model, employer brand, generative AI and other innovative tools.
• Leverage advanced technologies, including generative AI, to enhance our talent acquisition processes and drive efficiency across our TA operating model. Streamline talent acquisition processes and implement best practices to enhance efficiency and candidate experience.

Operational Excellence & Team Leadership

• Create a common purpose and inspire a global team of talent acquisition professionals, fostering a high-performance culture of innovation and continuous improvement.
• Optimize organizational design within the global talent acquisition function to align with evolving business needs and workforce priorities.
• Build and scale best-in-class hiring processes, ensuring a seamless and engaging candidate experience while enabling hiring managers to make informed decisions.

Stakeholder Collaboration & Business Impact

• Partner with executive and regional leadership teams to translate workforce planning insights into proactive, long-term talent strategies.
• Build consensus and secure commitment for high-impact talent acquisition initiatives to deliver what matters and drive measurable ROI for the business.
• Ensure clear, effective, and timely communication of recruitment strategies, hiring trends, and process updates to all relevant stakeholders.
• Collaborate with talent analytics and workforce planning teams to assess hiring trends, forecast talent needs, and enhance decision-making through data-driven insights.

Innovation, Compliance & Continuous Improvement

• Drive process efficiency and automation by leveraging cutting-edge recruitment tools and AI-driven talent acquisition solutions.
• Stay at the forefront of industry trends, regulatory requirements, and talent acquisition best practices (e.g., OFCCP, CSRD) to ensure compliance and market competitiveness.
• Establish and track key talent acquisition metrics, leveraging analytics to measure performance, identify areas for optimization, and continuously enhance hiring effectiveness.

• Bachelor’s degree in human resources, Business Administration, or a related field.
• 15+ years of experience in talent acquisition or human resources, with at least 5 years in a senior leadership role within a complex, global organization.
• Proven track record of designing and executing successful global talent acquisition strategies at scale.
• Demonstrated potential to take on larger roles with greater complexity.

• Strategic Leadership: Ability to shape and execute a long-term vision for talent acquisition while driving operational excellence.
• People Leadership & Team Development: Experience leading and developing high-performing, distributed global teams.
• Executive Influence: Strong ability to partner with C-suite leaders and senior stakeholders, building credibility and securing buy-in for key initiatives.
• Data-Driven Decision Making: Proficiency in talent analytics, workforce planning, and recruitment metrics to drive continuous improvement.
• Problem-solving & Agility: Ability to navigate complex, matrixed environments with a solutions-oriented mindset.
• Global Expertise: In-depth knowledge of regional hiring trends, global HR regulations, and best practices in talent acquisition.
• Technology & Innovation: Ability to instill a culture that “Dares to Try” and “leans into change” with a strong understanding of modern recruitment tools, employer branding, AI-driven hiring solutions, and recruitment marketing strategies.
• Collaboration & Cross-Functional Partnership: Proven ability to work effectively across multiple business functions, solving unexpected challenges collaboratively.

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.