HR Director, AI Organization Transformation
Boston Scientific Gruppe, Marlborough, MA, United States
HR Director, AI Organization Transformation
Onsite Location(s): Marlborough, MA, US, 01752
About the role Boston Scientific is embarking on a multi-year enterprise AI transformation to responsibly and effectively integrate artificial intelligence across the organization. This newly created leadership role reports to the Vice President, Organizational Transformation & HR Strategy and will lead the enterprise AI organization transformation strategy, roadmap, operating model, governance, and workforce redesign.
Hybrid work model: Employees are required to be in the 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 may be available for this position.
Responsibilities
Lead the enterprise AI organization transformation strategy in partnership with the VP of Organizational Transformation & HR Strategy, the CIO organization, and senior business leaders.
Define and maintain the enterprise AI organization transformation roadmap, including the strategic application of AI agents and agent‑based systems to enable workflow automation, decision augmentation, and scalable operating models.
Lead the enterprise strategy for adoption of AI agents and agent‑based systems, including establishing guiding principles, prioritizing use cases, and ensuring scalable, responsible implementation across functions.
Monitor external AI, GenAI, and agent‑based AI trends, translate relevant insights into enterprise strategy, and identify opportunities for AI agents to transform workflows, decision‑making, and workforce productivity.
Co‑lead and contribute to value case development defining ROI on AI investments.
Establish KPIs and measurement frameworks to track AI adoption, workflow efficiency gains, and business outcomes; provide regular reporting to executive leadership.
Lead the organizational redesign effort associated with AI adoption, including research, role analysis, and role redesign in collaboration with functional business leaders and HR Business Partners.
Apply task‑level decomposition methodology to identify tasks within roles that are candidates for AI augmentation or automation, including the use of AI agents for multi‑step workflows and decision support.
Design new AI‑era roles and job families as needed, including human‑AI teaming roles, AI workflow orchestrators, and AI governance roles.
Ensure job architecture, competency frameworks, and career paths are updated to reflect the skills required in an AI‑augmented organization.
Partner with Talent Management and Total Rewards to align job design outputs with workforce planning, hiring, performance, and compensation.
Workflow redesign
Lead identification and redesign of high‑priority business workflows affected by AI, ensuring redesign is embedded in AI implementation planning.
Partner with functional leaders and process owners to map current‑state workflows, identify automation opportunities and human‑AI handoff points, and design future‑state processes.
Build a structured methodology for workflow redesign that business teams and HR Business Partners can use to scale the work across functions.
Apply continuous improvement discipline (Lean, Agile, or equivalent) to workflow redesign efforts and establish feedback loops to measure impact.
Lead enterprise change enablement efforts for AI initiatives, including stakeholder engagement, communications, adoption planning, and value realization.
Develop and execute change strategies addressing the human dimensions of AI adoption, including role evolution, workforce anxiety, and cultural change.
Serve as a trusted advisor to senior leaders on AI‑related implications for workforce, skills, roles, culture, and ways of working.
Team & stakeholder leadership
Build, lead, and develop a high‑performing AI Transformation team; set clear priorities, expectations, and development plans.
Partner closely with IT, Legal, Compliance, and business leaders to ensure AI initiatives are aligned, integrated, and risk‑aware.
Serve as a subject matter expert and thought leader on AI‑driven organization transformation, both internally and externally.
Required qualifications
Bachelor’s degree in Business, Organizational Development, Human Resources, Industrial/Organizational Psychology, or a related field.
Minimum of 12 years’ experience leading large‑scale enterprise transformation initiatives, including functional, digital, operating model, or AI‑enabled transformation.
Minimum of 5 years’ experience of people leadership, with demonstrated ability to lead and develop high‑performing teams in complex, matrixed environments.
Demonstrated experience in operating model design and/or organizational design, including developing governance structures, role frameworks, and decision rights in complex organizations, with exposure to AI‑enabled or automation‑driven operating models.
Demonstrated experience in job design or role redesign in the context of major business or technology transformations (e.g., digital transformation, automation, or AI adoption), including assessing workforce impacts and redesigning roles accordingly.
Experience leading workflow redesign or business process improvement efforts, including identifying opportunities to leverage AI, automation, or AI agents to enable more efficient and scalable workflows.
Strong understanding of AI, GenAI, and agent‑based AI concepts, with demonstrated ability to translate these capabilities into enterprise use cases, operating models, and workforce implications.
Proven ability to lead in complex, matrixed, global environments and influence senior stakeholders across business and technology functions.
Strong strategic thinking, executive presence, and communication skills, including the ability to translate complex AI concepts such as GenAI and agent‑based systems into clear business implications for non‑technical audiences.
Preferred qualifications
Master’s degree in Organizational Development, Organizational Psychology, Business Administration, or a related field.
Experience in a regulated industry such as medical technology, healthcare, financial services, or life sciences.
Experience establishing new enterprise capabilities from the ground up.
Familiarity with organizational design methodologies and frameworks (e.g., Galbraith Star Model, Kates Kesler) and digital org design tools such as OrgVue.
Familiarity with task decomposition or work design methodologies (e.g., Mercer Work Design, Gloat, Reejig, or equivalent).
Familiarity with workflow automation platforms (e.g., Microsoft Power Automate, Copilot Studio) sufficient to engage credibly with technical and functional partners on automation design.
Consulting experience in AI organization and workforce transformation across a number of large, global clients.
Compensation Minimum Salary: $162400
Maximum Salary: $308600
Equal Employment Opportunity 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.
COVID‑19 Vaccination Please be advised that certain U.S.–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.
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About the role Boston Scientific is embarking on a multi-year enterprise AI transformation to responsibly and effectively integrate artificial intelligence across the organization. This newly created leadership role reports to the Vice President, Organizational Transformation & HR Strategy and will lead the enterprise AI organization transformation strategy, roadmap, operating model, governance, and workforce redesign.
Hybrid work model: Employees are required to be in the 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 may be available for this position.
Responsibilities
Lead the enterprise AI organization transformation strategy in partnership with the VP of Organizational Transformation & HR Strategy, the CIO organization, and senior business leaders.
Define and maintain the enterprise AI organization transformation roadmap, including the strategic application of AI agents and agent‑based systems to enable workflow automation, decision augmentation, and scalable operating models.
Lead the enterprise strategy for adoption of AI agents and agent‑based systems, including establishing guiding principles, prioritizing use cases, and ensuring scalable, responsible implementation across functions.
Monitor external AI, GenAI, and agent‑based AI trends, translate relevant insights into enterprise strategy, and identify opportunities for AI agents to transform workflows, decision‑making, and workforce productivity.
Co‑lead and contribute to value case development defining ROI on AI investments.
Establish KPIs and measurement frameworks to track AI adoption, workflow efficiency gains, and business outcomes; provide regular reporting to executive leadership.
Lead the organizational redesign effort associated with AI adoption, including research, role analysis, and role redesign in collaboration with functional business leaders and HR Business Partners.
Apply task‑level decomposition methodology to identify tasks within roles that are candidates for AI augmentation or automation, including the use of AI agents for multi‑step workflows and decision support.
Design new AI‑era roles and job families as needed, including human‑AI teaming roles, AI workflow orchestrators, and AI governance roles.
Ensure job architecture, competency frameworks, and career paths are updated to reflect the skills required in an AI‑augmented organization.
Partner with Talent Management and Total Rewards to align job design outputs with workforce planning, hiring, performance, and compensation.
Workflow redesign
Lead identification and redesign of high‑priority business workflows affected by AI, ensuring redesign is embedded in AI implementation planning.
Partner with functional leaders and process owners to map current‑state workflows, identify automation opportunities and human‑AI handoff points, and design future‑state processes.
Build a structured methodology for workflow redesign that business teams and HR Business Partners can use to scale the work across functions.
Apply continuous improvement discipline (Lean, Agile, or equivalent) to workflow redesign efforts and establish feedback loops to measure impact.
Lead enterprise change enablement efforts for AI initiatives, including stakeholder engagement, communications, adoption planning, and value realization.
Develop and execute change strategies addressing the human dimensions of AI adoption, including role evolution, workforce anxiety, and cultural change.
Serve as a trusted advisor to senior leaders on AI‑related implications for workforce, skills, roles, culture, and ways of working.
Team & stakeholder leadership
Build, lead, and develop a high‑performing AI Transformation team; set clear priorities, expectations, and development plans.
Partner closely with IT, Legal, Compliance, and business leaders to ensure AI initiatives are aligned, integrated, and risk‑aware.
Serve as a subject matter expert and thought leader on AI‑driven organization transformation, both internally and externally.
Required qualifications
Bachelor’s degree in Business, Organizational Development, Human Resources, Industrial/Organizational Psychology, or a related field.
Minimum of 12 years’ experience leading large‑scale enterprise transformation initiatives, including functional, digital, operating model, or AI‑enabled transformation.
Minimum of 5 years’ experience of people leadership, with demonstrated ability to lead and develop high‑performing teams in complex, matrixed environments.
Demonstrated experience in operating model design and/or organizational design, including developing governance structures, role frameworks, and decision rights in complex organizations, with exposure to AI‑enabled or automation‑driven operating models.
Demonstrated experience in job design or role redesign in the context of major business or technology transformations (e.g., digital transformation, automation, or AI adoption), including assessing workforce impacts and redesigning roles accordingly.
Experience leading workflow redesign or business process improvement efforts, including identifying opportunities to leverage AI, automation, or AI agents to enable more efficient and scalable workflows.
Strong understanding of AI, GenAI, and agent‑based AI concepts, with demonstrated ability to translate these capabilities into enterprise use cases, operating models, and workforce implications.
Proven ability to lead in complex, matrixed, global environments and influence senior stakeholders across business and technology functions.
Strong strategic thinking, executive presence, and communication skills, including the ability to translate complex AI concepts such as GenAI and agent‑based systems into clear business implications for non‑technical audiences.
Preferred qualifications
Master’s degree in Organizational Development, Organizational Psychology, Business Administration, or a related field.
Experience in a regulated industry such as medical technology, healthcare, financial services, or life sciences.
Experience establishing new enterprise capabilities from the ground up.
Familiarity with organizational design methodologies and frameworks (e.g., Galbraith Star Model, Kates Kesler) and digital org design tools such as OrgVue.
Familiarity with task decomposition or work design methodologies (e.g., Mercer Work Design, Gloat, Reejig, or equivalent).
Familiarity with workflow automation platforms (e.g., Microsoft Power Automate, Copilot Studio) sufficient to engage credibly with technical and functional partners on automation design.
Consulting experience in AI organization and workforce transformation across a number of large, global clients.
Compensation Minimum Salary: $162400
Maximum Salary: $308600
Equal Employment Opportunity 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.
COVID‑19 Vaccination Please be advised that certain U.S.–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.
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