Title: Manager, Employee Engagement and HR Content Strategy Location: Marlborough, MA, US, 01752 Department: Human Resources Job Description: Work mode: Hybrid Onsite Location(s): Additional Location(s): US-MN-Maple Grove; US-MN-Arden Hills 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: As a member of the Global Corporate Communications team, the Manager, Employee Engagement and HR Content Strategy will help shape HR’s editorial operating model and integrated content planning approach. This role translates HR priorities into a strong pipeline of clear, relevant and measurable content that helps employees understand, connect with and act on key HR initiatives, programs and moments. In collaboration with the HR Communications team, the role partners with HR leaders, Global Communications and cross-functional teams to develop bold narratives, creative campaign concepts and effective channel approaches that increase the relevance, reach and impact of HR communications to enhance the employee experience. Work Mode: 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. 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: - Lead and execute the HR communications editorial operating model, including planning cadence, intake, governance, content prioritization and measurement, in alignment with enterprise editorial standards. - Partner with the broader HR communications team to build and manage an integrated HR content calendar that translates HR strategic priorities, annual processes, engagement moments, culture initiatives and recognition communications into a regular pipeline of employee-facing content, aligned to the broader HR channel strategy and appropriate enterprise channel opportunities. - Apply AI tools and responsible AI practices to enhance content development, personalization, editorial planning, audience insights, workflow efficiency and performance analysis. - Use data, employee insights, channel analytics and communications trends to assess performance, identify opportunities and improve content relevance, reach and impact. - Develop scalable templates, toolkits, workflows and content practices that improve quality, consistency and speed across HR communications. - Serve as a trusted advisor to HR leaders and cross-functional partners on content strategy, messaging, audience needs, channel effectiveness and creative storytelling. - Partner with Global Communications and enterprise editorial/corporate reputation teams to align HR communications with broader enterprise priorities. Required Qualifications: - Minimum of 7 years of experience in employee, internal, HR or corporate communications, content strategy or a related field. - Bachelor’s degree in corporate communications, journalism, marketing or related discipline, with demonstrated editorial management experience. - Excellent writing, editing and storytelling skills, with strong editorial judgment and the ability to translate complex or sensitive information into clear, actionable communications. - Experience in managing multiple communications priorities, coordinating stakeholders and delivering high-quality work within established timelines. - Experience using data, employee insights, channel analytics and stakeholder feedback to inform strategy, optimize content and measure engagement. - Familiarity with AI-enabled content tools and responsible AI practices, with the ability to use AI to improve drafting, editing, personalization, message testing, workflow efficiency, content planning and performance analysis. - Demonstrated creativity and innovation in communications, including experience developing campaign concepts, storytelling formats, content series, toolkits or engagement tactics that increase relevance, participation and employee connection. - Excellent collaborator who is enthusiastic about joining a growing team and bringing forward fresh, innovative ideas and insights. Preferred Qualifications - Strong project and program management capability, including experience building project plans, managing cross-functional workstreams, clarifying roles and responsibilities and driving work from strategy through execution. - Strong understanding of HR programs, employee experience, organizational change, culture, engagement and annual HR processes. - Experience developing communications for global environments, with attention to accessibility, inclusive language, localization needs and appropriate review processes. Requisition ID: 631060 Minimum Salary: $106800 Maximum Salary: $202900 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 by providing a 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, neurological and urological diseases and conditions. 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. Nearest Major Market: Boston Job Segment: Corporate Communications, Content Strategy, Marketing Manager, HR Manager, Social Media, Marketing, Human Resources

• Prospect new clients by phone, e-mail, WhatsApp and LinkedIn; • Schedule online sales meetings; • Present the consultancy's services and identify clients' needs; • Prepare commercial proposals and lead negotiations; • Monitor the sales pipeline through to contract closing; • Perform post-sales support and strengthen client relationships.

Senior HR Manager HM&M Dallas, TX, USA Job Category: Administration Requisition Number: SENIO001492 - Full-Time - Hybrid Job Description: About Our Team HM&M, a Springline company, is an award-winning regional firm with the reach and resources of a national powerhouse. As a founding firm member of Springline Advisory, we bring expanded capabilities, deeper expertise, and even greater opportunities to serve our clients—while staying true to the personalized, high-touch service and vibrant culture that sets us apart. We’re looking for a Senior HR Manager who combines leadership, empathy, and operational excellence to help strengthen our firmwide culture. This role is well suited for an experienced HR professional with strengths in employee relations, performance management, early-career talent development, and campus recruiting. You’ll serve as a trusted resource for employees and leaders while ensuring our people practices reflect Springline’s high standards. About the Role As Senior HR Manager, you’ll lead HR operations for HM&M, serving as a key partner to employees and leaders. Your work will shape the employee experience across performance, development, engagement, retention, and compliance. You’ll also lead campus recruiting, including strategy, school partnerships, and execution, with support from two direct reports. This role calls for strong leadership presence, a people-first mindset, and the ability to balance day-to-day HR priorities with long-term talent strategy. What You’ll Do Local HR Operations - Lead annual employee evaluations and oversee bonus calculations, salary increases, and compensation recommendations. - Manage employee relations, coaching, conflict resolution, and policy interpretation with discretion and clarity. - Conduct stay interviews and track employee satisfaction to inform retention strategies and strengthen engagement. - Manage terminations with professionalism, compliance, and partnership with People Operations. - Support local office culture, communication, and engagement initiatives that reinforce Springline’s people‑first operating model. Campus Recruiting & Early Career Talent - Own campus recruiting strategy, school relationships, and event planning. - Oversee full‑cycle recruiting for interns and entry‑level hires. - Manage campus interview days, offers, and yield tracking to ensure strong pipeline. - Lead and develop two direct reports supporting HR coordination. Learning & Development - Build and maintain training paths and L&D plans for employees at all levels. - Oversee continuing education (CPE) requirements, ensuring employees complete mandatory coursework and maintain licensure. - Track completion, coordinate with practice leaders on curriculum needs, and support employees in selecting courses aligned with career progression. - Ensure continuing education aligns with firm standards and compliance. Cross‑Functional Collaboration - Partner with People Operations and Talent Acquisition shared services teams on systems, compliance, and employee lifecycle workflows. - Maintain strong leadership presence in Dallas, supporting local leadership and representing HR in firm‑level discussions. - Collaborate across the Springline ecosystem to ensure consistency, alignment, and best‑practice sharing. About You - Bachelor’s degree in Human Resources, Business Administration, or related field. - 5–8+ years of HR experience with at least 2+ years in HR management. - Experience leading campus recruiting programs. - Strong understanding of employment law, performance management, and compensation fundamentals. - Excellent communication, coaching, and relationship‑building skills. - Experience in professional services or shared services environments preferred. - Operates with discretion, judgment, and a people‑first mindset. Why Join Us As we continue to grow and evolve, our team members have the opportunity to contribute fresh perspectives, tackle new challenges, and take ownership of their careers. We are committed to supporting your happiness, health, and overall well-being through comprehensive benefits and perks, including: - Flexible Work Environment: This opportunity is hybrid. This flexibility allows you to balance your work and personal life while contributing to an exciting vision and team. - Dynamic and Innovative Work: An opportunity to play a critical role within a rapidly growing firm with a supportive and collaborative culture. - Growth Opportunities: A dynamic and supportive environment where your contributions will directly impact the firm’s growth and success and share in the rewards. - Collaborative Culture: A team-oriented culture that values innovation, entrepreneurial spirit, and growth mindset. - Competitive Compensation: A comprehensive salary and benefits package, including performance-based incentives and growth opportunities. HM&M, a Springline company, is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. #LI-JL1 Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

Title: Senior Human Resources Business Partner Location: New York, New York Department: Human Resources Job Description: About Hachette Book Group Hachette Book Group (HBG) is a leading U.S. trade publisher and a division of Hachette Livre, one of the world's largest publishing companies. Our HR team plays an important role in helping our employees and leaders do their best work. We partner closely with business leaders to develop talent, build strong teams, support organizational change, and create an environment where employees can grow and thrive. At HBG, we are guided by four core pillars: Understanding Consumers, Changing the Story, Owner Mentality, and Growth Mindset. We look for HR professionals who are curious about the business, build collaborative relationships, take ownership of their work, continuously seek opportunities to improve, and embrace learning and new challenges. Position Summary The Senior Human Resources Business Partner (HRBP) serves as a strategic partner to assigned business leaders, providing expert guidance across all aspects of the employee lifecycle. This role partners closely with leadership on talent strategy, organizational effectiveness, employee relations, change management, and workforce planning while leading full-cycle recruitment for assigned client groups. In addition to supporting client groups, the Senior HRBP plays an important role in advancing department-wide initiatives through ownership of key HR programs, delivery of leadership training, and mentoring junior HR team members. Essential Responsibilities HR Business Partnership - Serve as the primary Human Resources Business Partner for assigned client groups, building trusted relationships with business leaders and employees. - Coach managers and senior leaders on performance management, employee relations, organizational design, talent development, succession planning, and leadership effectiveness. - Lead complex employee relations matters, workplace investigations, performance improvement processes, organizational changes, and restructuring initiatives. - Partner with leaders to anticipate workforce needs and develop practical HR strategies that support business objectives. - Conduct new hire check-ins and exit interviews, identify trends, and recommend actions to strengthen the employee experience. - Lead annual talent reviews and succession planning discussions for assigned client groups. - Use HR metrics, employee feedback, and business insights to identify trends and recommend practical solutions. Talent Acquisition - Lead full-cycle recruitment for assigned client groups. - Partner with hiring managers on workforce planning, recruiting strategies, interviewing, candidate selection, and offer development. - Deliver an exceptional candidate and hiring manager experience throughout the recruitment process. HR Programs, Training & Department Leadership - Own assigned department-wide HR programs and lead continuous improvement efforts. - Design, facilitate, and continuously enhance assigned HR training initiatives, which may include Management Training, Employment Law, Performance Management, Labor Relations, and other leadership development programs. - Mentor and coach Associate HR Business Partners and HR Business Partners, providing guidance on employee relations, manager coaching, and professional development. - Partner with the Director of Human Resources on department initiatives, process improvements, and cross-functional projects. - Contribute to the development of manager resources, HR communications, and department toolkits. - Support labor relations initiatives and help ensure HR practices remain compliant with collective bargaining agreements and employment laws. - Demonstrate flexibility by contributing wherever needed to support department priorities and deliver excellent service to employees and managers. Qualifications - 7+ years of progressive Human Resources experience, including experience serving as an HR Business Partner or HR Generalist supporting multiple client groups. - Demonstrated experience leading complex employee relations matters, workplace investigations, manager coaching, and organizational change. - Experience managing full-cycle recruitment. - Demonstrated ability to build trusted relationships and influence leaders at all levels of the organization. - Strong business acumen with an Owner Mentality and the ability to balance employee needs with business priorities. - Demonstrated Growth Mindset, including curiosity, adaptability, and a commitment to continuous learning. - Experience designing or facilitating leadership development or HR training programs. - Exposure to labor relations or a unionized environment is strongly preferred. - Publishing or media experience is welcomed but not required. Candidates from other industries who are excited to learn our business are encouraged to apply. As a leading book publisher, we believe that including and representing diverse voices in all aspects of our business is fundamental to what we do. Our publishing programs must reflect the broad range of backgrounds, experiences, political views and ideas that shape our society and publish books for all readers. Hachette Book Group provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. The compensation range for this position is $90,000–$110,000. Salary can vary based on a number of factors including skills, experience, and location — talk with your recruiter to learn more. There may be times that you will be required (or requested) to work overtime due to the nature of your role or exceptional workload issues or special projects. The following benefits are offered by the company: medical, dental, vision, basic and supplemental life, short-term and long-term disability, accidental death and dismemberment, critical illness, hospital indemnity, long-term care, health and dependent care FSA, commuter benefit plan, employee assistance program, tuition reimbursement, travel assistance, 401(k), discretionary bonus program, PTO (15 vacation days, 2 personal days, 10 holidays and generous sick leave) and group discounts on auto and home insurance and legal services. Eligibility requirements apply to some benefits and may depend on your job classification, hours worked and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms.