Associate Director, Talent Analytics & Insights

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:

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 Associate Director, Talent Analytics & Insights leads a team responsible for delivering data-driven talent insights that enable HR and business leaders to understand talent trends, evaluate initiatives and make informed human-capital decisions.

This role defines and advances the long-term Talent Analytics & Insights strategy, including the responsible use of artificial intelligence (AI) and the technology, platforms and tools required to enable scalable analytics. Working across Boston Scientific’s global matrix organization, the Associate Director translates strategy into capability roadmaps, analytical products and actionable insights that support business and talent priorities.

Work model, sponsorship, relocation:

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:

• Define and execute the long-term Talent Analytics & Insights strategy, establishing priorities, capability roadmaps and measurable outcomes aligned with HR and business needs.

• Lead and develop the Talent Analytics & Insights team, setting priorities, allocating resources, managing performance and building analytics capabilities.

• Develop scalable analytical products, insights and decision-support capabilities that help leaders understand talent trends, opportunities, risks and outcomes.

• Provide data-driven counsel to HR and business leaders by translating complex talent and human-capital data into clear insights, business implications and actionable recommendations.

• Lead complex talent analytics initiatives, integrating internal data, external benchmarks and labor-market intelligence to address strategic talent questions.

• Establish and continuously improve analytical methods, practices and service standards to enhance quality, scalability and business value.

• Own the strategic direction for Talent Analytics & Insights technology, partnering with HR Technology, data and other teams to evaluate capabilities, prioritize investments and develop multiyear roadmaps.

• Define and advance the responsible use of AI within Talent Analytics & Insights, identifying high-value use cases and partnering with technology, data, privacy, legal and governance stakeholders to enable scalable adoption.

• Provide subject-matter leadership for qualitative and quantitative data capture, including data-collection design, validation and the appropriate use of external vendors.

• Build strong partnerships across HR, Finance, technology and business teams, influencing leaders to act on data-driven talent insights and recommendations.

• Communicate complex analytics in clear business terms and present strategic insights and recommendations to senior HR and business leaders.

Qualifications:

Required qualifications:

• Bachelor’s degree.

• Minimum of 8 years’ experience in analytics roles, with exposure to talent or HR analytics, capability strategy and technology-enabled analytics.

• Strong business acumen and demonstrated ability to translate complex data into actionable insights and compelling business narratives.

• Demonstrated ability to influence HR and business leaders through data-driven recommendations.

• Proven experience developing and leading analytics talent and building high-performing teams.

• Demonstrated effectiveness working across a global matrix organization and building cross-functional partnerships.

• Experience developing analytics strategies and roadmaps, including HCM, talent or HR analytics systems and supporting technology platforms.

• Experience applying analytics to talent and human-capital questions at the business-unit and/or enterprise level.

• Experience with qualitative and quantitative data-capture design and validation.

Preferred qualifications:

• Advanced degree or bachelor’s degree in a data- or analytics-related field.

• Experience with SuccessFactors.

• Demonstrated understanding of AI and emerging technologies and their practical application to analytics.

Requisition ID: 635676

Minimum Salary: $144200  

Maximum Salary: $274000  

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see 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. Learn more at and follow us on  LinkedIn .

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.