Title: Principal, Human Resources Change Enablement Location: Arden Hills, MN, US, 55112 Department: Human Resources Job Description: Onsite Location(s): Arden Hills, MN, US, 55112 Additional Location(s): US-MA-Marlborough; US-MN-Arden Hills; US-MN-Maple Grove Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance 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. About the role: The Principal, HR Change Enablement plays a critical role in enabling enterprise-level capability transformation across Global HR, with a specific focus on Growth Mindset culture-building and AI-powered talent enablement. This role partners closely with Talent Management, Learning & Development, HR Business Partners, and senior leaders to design and deliver structured change strategies that accelerate adoption of AI tools, build a growth mindset culture, and strengthen talent capability at scale across a complex, multi-year transformation. This position operates as a strategic thought partner and execution lead — bringing clarity, structure, and rigor to the intersection of talent strategy, learning enablement, and enterprise AI adoption. The ideal candidate is AI-proficient, curious, and continually experimenting with AI to improve the quality, speed, and impact of their own work. They bring an AI-first mindset to problem solving, while staying grounded in the business outcomes, employee experience, and organizational capabilities the work is intended to deliver. At Boston Scientific, we value collaboration and synergy. 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. Work Mode At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our Arden Hills, MN, Maple Grove, MN or Marlborough, MA office at least 3 days per week. Relocation Assistance Relocation assistance is not available for this position at this time. Visa Sponsorship Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time. Your responsibilities will include: Growth Mindset & AI Enablement Change Leadership • Lead end-to-end change enablement for Talent Management initiatives, including Growth Mindset culture activation, AI skills development, Learning Hub adoption, and HRBP capability transformation. • Design and execute change strategies that connect Growth Mindset and AI curiosity as a unified, integrated capability shift — not separate workstreams. • Partner with Talent Management, Learning, and Comms leads to embed growth mindset themes into AI adoption messaging, manager communications, and learning pathways. Stakeholder & Sponsor Engagement • Develop stakeholder mapping, sponsor engagement approaches, and readiness planning aligned to talent transformation milestones and executive sponsorship structures. • Act as a trusted advisor to senior HR and Talent leaders, providing guidance on managing resistance to AI adoption (including ethical, environmental, and behavioral concerns) and building organizational readiness. • Support executive communication preparation, including HRLT, PIB, and board-level readiness on talent and AI topics. Change Artifacts & Scalable Enablement • Design practical, reusable change artifacts (e.g., change plans, impact assessments, leader talking points, message maps, HRBP toolkits) that can scale across talent initiatives and functions. • Develop and maintain message cascade strategies that reach people leaders directly — not just through traditional top-down channels — to ensure AI and Growth Mindset messages land consistently. • Support the design and delivery of AI capability pathways, including Learning Hub activation, practical prompting workshops, AI coaching tools (e.g., Maestro), and skills-led learning programs. Enterprise Integration & Collaboration • Integrate change management with talent communications, governance (e.g., AI Acceleration Council, activation pods), and program execution to ensure alignment and momentum. • Coordinate with cross-functional partners in Learning, Comms, HRBP, and Enterprise AI to ensure a coherent, employee-centered change experience. • Apply a continuous improvement lens — capturing lessons learned from activation, iterating approaches based on HRBP and employee feedback, and strengthening enterprise change capability over time. Enterprise Leadership & Ways of Working • Build strong partnerships across Talent Management, Learning & Development, HR CoEs, HRBPs, Comms, and the Enterprise AI team. • Influence without authority across highly matrixed teams and governance structures. • Model and reinforce the leadership behaviors that are foundational to AI adoption: curiosity over fear, progress over perfection, and learning over defensiveness. • Comfortable navigating ambiguity and evolving enterprise priorities with a strong ownership mindset and bias toward action. • Able to flex capacity across enterprise priorities while maintaining focus on critical-path talent and AI enablement work. • Model AI-first ways of working by actively using AI tools to improve problem solving, synthesis, communication, stakeholder engagement, change planning, and execution quality. • Demonstrate ongoing curiosity and experimentation with AI, identifying practical ways to apply AI responsibly to increase speed, insight, personalization, and scalability across change enablement work. • Connect change strategies, communications, learning activation, and adoption efforts to clear business outcomes, including capability growth, adoption, productivity, employee experience, and transformation readiness. • Define and use practical success measures to assess whether change enablement activities are driving the intended behavioral, operational, and business outcomes. • Bring a business-outcome orientation to ambiguous problems, translating enterprise priorities into clear change objectives, stakeholder actions, adoption measures, and execution plans. Required qualifications: • Bachelor’s degree in human resources, organizational development, business administration, or a related field • Minimum of 8+ years' experience in change management within large, matrixed organizations • Demonstrated experience executing change initiatives involving organizational transformation and technology adoption • Experience developing and executing structured change strategies and implementation plans • Working knowledge of formal change management methodologies (e.g., Prosci, ADKAR, or equivalent frameworks) • Demonstrated communication and facilitation skills across varied audience • Demonstrated proficiency using AI tools to improve day-to-day work, including research, synthesis, communication, planning, problem solving, and content development. • Demonstrated curiosity and commitment to continuously learning, experimenting with, and responsibly applying AI in a business context. • Strong business acumen with the ability to connect change enablement activities to measurable business outcomes, adoption goals, capability shifts, and enterprise priorities. • Ability to translate strategic objectives into practical execution plans, stakeholder actions, success measures, and outcome-oriented change interventions. Preferred qualifications: • Master’s degree in human resources, organizational development, business administration, or a related field • Background in executing change initiatives that include talent management, culture transformation, and technology adoption components • Knowledge of organizational readiness assessments and learning adoption approaches • Exposure to AI-related change initiatives, including communication and adoption strategies • Familiarity with enterprise AI adoption, learning experience platforms (e.g., Degreed), or AI-enabled coaching tools • Involvement in AI-driven organizational transformation initiatives • Understanding of talent management processes, including talent planning, development, or succession • Collaboration with human resources functions or partnership with HR teams • Demonstrated ability to influence stakeholders without direct authority • Ability to balance strategic planning with hands-on execution Requisition ID: 630760 Minimum Salary: $102100 Maximum Salary: $194000 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).

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• Provide day-to-day HR support across employee lifecycle activities including onboarding, offboarding, and employee changes • Serve as a primary point of contact for employee inquiries related to HR policies, payroll, and benefits • Support employee relations matters by providing guidance and escalating more complex issues as needed • Maintain accurate employee data in HRIS systems and ensure data integrity across platforms • Support and coordinate payroll processing, including salary, bonuses, commissions, and benefits-related changes • Partner with Finance and external providers to ensure payroll accuracy and timely processing • Review payroll data for discrepancies and assist in resolving payroll-related issues • Ensure compliance with federal, state, and local payroll tax regulations and wage laws • Maintain payroll records and support payroll audits and reporting • Support benefits administration including open enrollment, employee changes, and responding to employee questions • Assist in processing compensation changes, new hires, terminations, and required documentation (e.g., I-9s) • Support employee and manager self-service functionality within HR systems • Generate and maintain HR and payroll reports, including general ledger and compliance reporting • Support HR-led projects, including the transition and implementation of a new HRIS system • Assist in migrating employee data across systems, ensuring accuracy and data integrity across payroll, benefits, and employee records • Help coordinate employee communications, training, and change management efforts related to new HR systems, policies, and processes • Assist in maintaining HR policies, procedures, and documentation • Ensure compliance with employment laws and internal policies