Vice President, Human Resources Business Partner

Vice President, Human Resources Business Partner, Cardiology Sales

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

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.

The Vice President, Human Resources Business Partner, Cardiology Sales serves as a strategic partner and enterprise leader, working closely with Commercial senior executives to translate business strategy into integrated people, organization and culture solutions. This role enables sustainable business performance by shaping workforce strategy, organizational effectiveness and leadership capability across a large, complex and matrixed global organization.

As a trusted advisor, you will leverage business insight, data and enterprise HR capabilities to influence organizational effectiveness, leadership performance and long-term talent outcomes. You will lead a team of HR Business Partners while partnering across Centers of Excellence and HR Operations to deliver integrated, business-focused solutions that accelerate growth and strengthen organizational health.

This role follows a hybrid work model requiring employees to be in our local 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 not available for this position at this time.

Your responsibilities will be to:

• Act as a trusted advisor to senior leaders, influencing business strategy through enterprise workforce planning, organization design, and leadership effectiveness.
• Translate business priorities into integrated people strategies aligned with enterprise direction, growth, and culture.
• Apply deep understanding of business drivers, field dynamics, and external market dynamics to anticipate workforce implications.
• Represent the business unit's perspectives in enterprise-level talent, workforce, and organizational discussions.
• Lead the development and execution of end-to-end talent strategies, including leadership development, succession planning, critical role management, and capability building.
• Partner with leaders to identify future skills and organizational capabilities required to deliver strategy.
• Drive organizational design, role clarity, and decision-right alignment to enable agility, accountability, and execution at scale.
• Ensure consistent application of leadership standards and talent practices across the business unit while allowing for business-specific nuance.
• Lead large-scale change management and transformation initiatives within the business unit, ensuring adoption, engagement, and sustained outcomes.
• Shape and reinforce a culture that supports performance, inclusion, accountability, and continuous improvement.
• Coach senior leaders through complex change, workforce transitions, performance challenges and organizational tension.
• Balance enterprise consistency with business unit operating realities during periods of growth, transformation, and pressure.
• Champion a differentiated employee experience that supports attraction, engagement, development, and retention of top talent.
• Use listening strategies, engagement data, and analytics to diagnose systemic issues and drive leader-owned action plans.
• Partner with leaders to address employee experience challenges through leadership behavior, not just programs or initiatives.
• Use people analytics and workforce insights to inform executive decision-making and organizational priorities.
• Establish and monitor success metrics for talent, engagement, and leadership effectiveness, and organizational health, translating into clear recommendations, actions and accountability for leaders.
• Elevate the use of predictive and scenario-based workforce planning to anticipate risk and opportunity.
• Lead and develop an HR Business Partner team, setting strategic direction, priorities, and expectations.
• Integrate enterprise HR strategy with business strategy to drive competitive advantage.
• Anticipate shifts in business needs, workforce trends, and external environments to proactively position the organization.
• Build strong, trust-based relationships across the enterprise and with external stakeholders.
• Influence outcomes through collaboration and data-backed recommendations.
• Operate with broad latitude in decision-making, judgment and problem-solving

Required qualifications:

• Bachelor's degree or equivalent.
• Minimum of 15 years' experience in a progressive Human Resources organization or relevant business environment.
• HR experience supporting commercial organizations.
• Comfortable working and…