Role Description The HR Generalist role is a cross-functional role within a cohesive team within a fast-growing, world-class services operation. As an HR Generalist, you will perform HR related duties at the professional level and may carry out responsibilities with employee relations, investigations, and planning and development. You will train and engage both managers and employees within the healthcare field to amplify our footprint of the digital healthcare transformation. You Will: - Partner with employees and management to communicate various Human Resources policies and procedures, state and federal laws and regulations. - Provide management with guidance on handling performance issues, corrective action plans, and involuntary terminations. - Respond to general employee relations issues. - Create and/or facilitate various training events for management and associates. - Assist with job descriptions for new and existing positions and perform compensation analysis for different jobs. - Assist with EEOC/DOL claims and any other claims filed against the company, including gathering historical employment data and company data. - Assist with OSHA/Safety initiatives for the various offices and manage safety program for all regions assigned. - Work with management on promotions and staff changes to ensure proper documentation is received and work with the HR Data Processing team to ensure changes are processed in the payroll system. - Oversee employee headcount of 500+ people. - Other work-related duties as assigned. - Travel requirements up to 15%. Qualifications - 2-4 years experience in Human Resources Management. - 1+ years experience with employee relations. - Strong working knowledge of state and federal regulations as they pertain to the Human Resources field. - Strong working knowledge of Microsoft Office products, specifically Word & Excel. - Compensation and job description experience, a plus. - Ability to organize and prioritize work. - Ability to produce accurate and timely work. - Effective written and verbal communication skills. - Proven success working under minimal supervision. - Experience with Oracle HRIS system, a plus. Benefits - The estimated total cash compensation range for this role is: $72,000 — $85,000 USD. - At Datavant, our total rewards strategy powers a high-growth, high-performance, health technology company that rewards our employees for transforming health care through creating industry-defining data logistics products and services. Company Description Datavant is the data collaboration platform trusted for healthcare. Guided by our mission to make the world’s health data secure, accessible, and actionable, we provide critical data solutions for organizations across the healthcare ecosystem - including providers, health plans, researchers, and life sciences companies. From fulfilling a single patient’s request for their medical records to powering the AI revolution in healthcare, Datavanters are building the future of how data is connected and used to improve health. By joining Datavant today, you’re stepping onto a driven and highly collaborative team that is passionate about creating transformative change in healthcare.

Role Description Securitas, a leader in the security services industry, is on an HR transformation journey to create simple, consistent, and people-focused processes across Europe. We are seeking a HR Process Lead to support the HR Lead Process and Technology (Business Process Owner - BPO) to help shape and harmonise how HR works across all countries in the European Division. This role is perfect for someone with a broad HR background, who is curious, eager to learn, and ready to support closely with the HR BPO and Divisional and Country HR teams. This role is key when supporting the overall HR Transformation by joining the dots across countries, ensuring HR processes are harmonised, practical, and centred on the employee experience. - Support the HR Business Process Owner to design, refine, and document end-to-end HR processes (recruitment & onboarding, core HR & absence, talent, compensation & benefits) to realise our strategic goals. - Support process harmonisation across all countries across Europe, ensuring HR ways of working are simple, standardised, and scalable. - Providing hands-on support in process design, workshops, and adoption activities. - Facilitate collaboration with HR leaders and local HR teams when required, listening to local needs while balancing the common core. - Gather insights and feedback from stakeholders to continuously improve efficiency, compliance, and employee experience. - Work closely with HR IT Product Manager and HR IT Business Analyst to ensure processes and systems stay aligned. - Support change management and communications by helping HR teams and business leaders understand and adopt new ways of working. - Contribute to HR data and analytics activities, ensuring insights flow into decision-making. - Any other tasks or duties as directed by the HR Lead, Process and Technology (HR BPO). Qualifications - 3–7 years of HR experience as a generalist or in HR operations, with some exposure to process improvement or transformation. - Broad knowledge of HR lifecycle processes; deep expertise not required. - Comfortable facilitating workshops, discussions, and working sessions. - Strong stakeholder engagement skills, able to work across cultures and levels. - Fluent in English (spoken and written); other European languages an advantage. - Self-starter who enjoys problem-solving and partnering, rather than “owning all the answers.” Requirements - Bachelor’s degree in Human Resources, Business Administration, Organisational Development, or similar (desirable). - Familiarity with HR systems or transformation projects a plus but not required. Benefits - At Securitas we believe in doing the right thing and doing it well. For our customers and our employees. - Our employees come from all walks of life and bring with them a multitude of talents and perspectives. - We aim for diverse representation throughout the company, and we are committed to equal pay, safe working conditions, gender balance and an inclusive work environment with a wide range of skills and development opportunities. Company Description For almost 90 years, Securitas has increased security in a world where risks are constantly changing. Every day our employees protect what matters most to our customers. That’s why Securitas is the security partner of choice for companies around the world.

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).

• Lead and improve the employee experience and engagement strategy in Costa Rica, ensuring agreement on the Experian Way and People First philosophy. • Oversee the employee lifecycle—from onboarding to offboarding—growing engagement and culture programs. • Provide strategic direction and oversight for local HR services, ensuring efficiency and compliance. • Lead the Total Rewards and benefits strategy for Costa Rica in collaboration with global teams. • Manage relationships with benefits vendors and brokers, ensuring service quality and a positive experience for employees. • Lead HR analytics efforts to guide decision-making and improve programs. • Ensure governance and compliance with Costa Rican labor laws across HR processes and benefits.