Associate Director, HR Business Partner, CRMDx

Overview

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 advance your skills and career. Here, you'll be supported in progressing—whatever your ambitions.

At Boston Scientific, we advance science for life by delivering innovative medical technologies that improve patient outcomes and support healthier lives around the world. Our success is built on the strength of our people, and strategic HR leadership is critical to driving that success forward.

This role follows a hybrid work model requiring employees to be in our Arden Hills 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. Relocation assistance is unavailable for this position at this time.

• Partnering with senior leadership to architect and execute integrated people strategies that drive business performance, enable growth, and strengthen organizational capability
• Leading strategic workforce planning to forecast future talent needs, address organizational risks, and build a scalable, agile workforce aligned to evolving business demands
• Driving enterprise talent initiatives by assessing leadership pipelines, identifying capability gaps, and implementing succession and internal mobility strategies that support long‑term readiness
• Driving inclusion and culture initiatives by equipping leaders with actionable tools, setting measurable goals, and embedding accountability into performance and talent systems
• Collaborating with HR Centers of Excellence to deliver globally aligned, business‑relevant solutions across talent management, leadership development, and organizational effectiveness
• Advising senior leaders on organizational design, transformation, and change enablement—ensuring structure and capability align with business strategy
• Developing and mentoring HR team members to build a high‑performing, agile HR function with a strong enterprise mindset and execution discipline
• Translating business strategy into integrated HR plans that align functional and enterprise priorities across the Cardiology organization

• Bachelor's degree in Human Resources, Business, or a related field from an accredited institution
• Minimum of 10 years of progressive Human Resources experience in complex, similarly sized organizations
• Demonstrated ability to design, lead, and execute enterprise‑wide organizational and talent strategies that directly support business objectives and long‑term growth
• Advanced analytical and problem‑solving skills with experience leveraging workforce data and insights to drive evidence‑based people strategies
• Proven track record of building and sustaining trusted relationships with senior business leaders to influence decision‑making and drive outcomes
• Comprehensive experience in talent acquisition, employee development, engagement initiatives, and retention planning across diverse workforce segments
• Demonstrated commitment to advancing diversity, equity, and inclusion through the implementation of measurable programs and culturally responsive practices
• Demonstrated experience advising, coaching, and influencing executive‑level leaders as a strategic HR business partner
• Hands‑on experience collaborating across global teams, regions, and functional areas with proven cultural agility and adaptability in dynamic environments
• Exceptional written and verbal communication skills with a consistent ability to build alignment, navigate complexity, and foster cross‑functional collaboration

• Experience operating within a highly matrixed, global organization, ideally in a regulated product industry (e.g. medical device, biopharma, biotechnology, aerospace, or other FDA‑/ISO‑regulated manufacturing environments)
• Demonstrated ability to connect across business units, geographies, and functional areas to influence enterprise‑level…