Principal, Human Resources Change Enablement

Principal, HR Change Enablement

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.

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.

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