HR Principal, AI Organization Transformation

Boston Scientific is embarking on a multiyear enterprise AI transformation toresponsibly and effectively integrate artificial intelligenceacross the organization. We are seeking an HR Principal, AI Organization Transformation, to serve as a senior individual contributor and subject matter expert driving the design and implementation of AI-driven organization,workand role transformation across the enterprise.

This is, fundamentally, an organization and work design role. What sets it apart from traditional organization design is deep, current AI fluency: the ability to understand how generative AI and agentic AI change roles, work and the way an organization is structured, and to translate those changes for the technical and change partners who build and embed them. ThePrincipalpairs that fluency with strong organization designexpertiseand the judgment to connect the two into one coherent plan.

Reporting to the HR Director, AI Organization Transformation, the Principaloperatesas a hands-on practitioner within an intact, cross-functional pod that includes an AI Technical Team, an AI Change Enablement and Upskilling lead, business subject matterexpertsand HR business partners. ThePrincipalowns the design and its implementation end to end, translates requirements to podpartnersand sets the standard for rigor in the team's outputs. Because this is a newly established capability, the role suits someone comfortable building in ambiguity and ready to take engagements from diagnosis through lasting change. It is an ideal fit for someone who has led this type of work in consulting or a large enterprise and is ready to own and deliver it in a complex, global medtech environment.

Boston Scientific was recognized as a Glassdoor Best Place to Work in 2026, ranking No. 15 on the Top 100 list, reflecting the culture our employees experience every day.

At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our MA or MN 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.

Your responsibilities will include:

• Lead organizational redesign analyses and design efforts for functions undergoing AI-driven transformation, including research, stakeholder interviews, designoptiondevelopmentand recommendations.
• Apply task-level decompositionmethodologyto break roles into discrete tasks, assess each task's suitability for AI augmentation or automation, and redesignrolesaround the resulting human-AI boundary.
• Design new AI-era roles and job families, including human-AI teaming roles, AI workflow orchestrators, and AI governance and oversight roles, with clearaccountabilitiesand competency profiles.
• Ensure job architecture, competency frameworks,skillsand career paths are updated to reflect the responsibilities and skillsrequiredin an AI-augmented organization.
• Drive implementation by standing up new structures and roles, working through the transition, and ensuring designs hold in practice in partnership with the change lead.
• Partner with Talent Management and Total Rewards to connect job design outputs to workforce planning, hiring, performance management and compensation.
• Maintaindeep, current fluency in AI, generativeAIand agent-based AI, and translate their capabilities into concrete implications for roles, skills,structuresand workflows.
• Translate the AI Technical Team's possibilities and constraints, and the change team's requirements, into clear design decisions and actionable requirements for pod partners.
• Monitorexternal AI, generative AI and agentic AI trends and translate relevant developments into practical design recommendations.
• Use Reejig-driven task decomposition to inform which work shifts to AI, stays human, or becomes human+AI - then institutionalize those decisions through the work and career architecture (role design, leveling, skills, pathways)
• Contribute to the enterprise AI transformation strategy,roadmapand governance in support of the HR Director, including value cases that quantifyanticipatedefficiency gains, workforceimpactsand return on investment.
• Map current-state workflows for high-priority processes in sufficient detail toidentifyautomation opportunities and human-AI handoff points.
• Translate workflow analysis into design decisions and requirements for the AI Technical Team and process owners, partnering on the redesign rather than independently running a Lean or Six Sigma program.
• Apply continuous-improvement principles, such as Lean,Agileor equivalent methodologies, to help ensure future-state designs are efficient,scalableand measurable.
• Build reusable tools,templatesand methodologies that HR business partners and business teams can apply to scale the work beyond the core team.
• Partner with the AI Change Enablement and Upskilling lead, who owns change management, communications,trainingand adoption, by translating design changes into the role, skill and workforce requirements that shape their plans.
• Serve as a trusted adviser to leaders and HR business partners on the workforce,skillsand role implications of AI change, helping teams prepare for new ways of working.
• Account for the human dimensions of AI adoption, including role evolution and workforce concerns, in how designs are shaped and sequenced.
• Operateas a connected member of an intact pod where success is measured by team movement as much as individual deliverables.
• Own organization,operating-model, role, job and skills design and implementation, including translation of AI and workflow change into design and requirements.
• Partner with the AI Technical Team, AI Change Enablement and Upskilling lead, business subject matterexpertsand HR business partners to ensure technical solutions, adoption plans, businessrealitiesand people decisions are connected.
• Coordinate across HR, IT, Legal,Complianceand business teams to keep AI initiatives aligned, integrated andrisk-aware.
• Contribute to the team's methodologies,toolsand thought leadership, and provide guidance and informal mentorship to other contributors.

• Bachelor's degree in business, organization development, human resources, industrialandorganizational psychology, ora relatedfield.
• Minimum of 8 years' experience in hands-on enterprise transformation, organizational design, HRstrategyor management consulting.
• Demonstrateddepth in organization and operating-model design and job,workand skills architecture.
• Strong integrative judgment, with the ability to connect organization design, AI, operatingmodeland workflow into a single coherent, implementable plan rather than separate workstreams.
• Deep, current fluency in AI, generativeAIand agentic AI, with the ability to translate these capabilities into role and workforce implications and keep pace as technology evolves without needing to build the technology.
• Proventrack recordof taking organization and work-design engagements from diagnosis through design to implementation and lasting change, not solely producing recommendations.
• Demonstratedexperience with job or role redesign in a major business or technology transformation, including task-level analysis toidentifyautomation opportunities.
• Ability to map workflows in sufficient detail to partner with technical and process experts and translate requirements through process-design fluency rather than Lean or Six Sigma ownership.
• Comfortoperatingin a newly established,ambiguousand fast-moving capability, bringing structure where little exists.
• Strong collaboration,translationand stakeholder-influence skills, including the ability to influence without authority across a matrixed, global environment., * Master's degree in business, organization development, human resources, industrial and organizational psychology, ora relatedfield.
• Management consulting experience in organization design,operating-modelor workforce transformation with large, global clients, with readiness to move from advising to owning and delivering the work inside an enterprise.
• Experience in a regulated industry, such as medical technology, health care, financialservicesor life sciences.
• Familiarity with organizational design methodologies and frameworks, such as the Galbraith Star Model orKatesKesler, and digital organization design tools such asOrgVue.
• Familiarity with task decomposition or work design methodologies and platforms, such as Mercer Work Design, Gloat,Reejigor equivalent tools.
• Familiarity with workflow automation platforms, such as Microsoft Power Automate or Copilot Studio, sufficient to brief and partner with technical teams on automation design and human-AI handoff points.
• Demonstratedexperience executing change initiatives involving organizational transformation and technology adoption.
• Demonstratedcompetency in organization and operating-model design, AI-era role design, task-level work analysis, human-AI work allocation, business process mapping, workflowredesignand implementation of organization design.
• Ability to collaborate, translate complex concepts and influence without authority in matrixed, global environments.
• Comfort with ambiguity and building new capabilities.

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 byprovidinga 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,neurologicaland urological diseases and conditions. Learn more atwww.bostonscientific.comand follow us onLinkedIn. 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.