HR Principal, AI Organization Transformation

Additional Location(s): US-MA-Marlborough

About The Role

Boston Scientific is embarking on a multiyear enterprise AI transformation to responsibly and effectively integrate artificial intelligence across the organization. We are seeking an HR Principal, AI Organization Transformation, to serve as a senior individual contributor and subject matter expert driving the design and implementation of AI-driven organization, work, and role transformation across the enterprise. This is fundamentally an organization and work design role with deep, current AI fluency: the ability to understand how generative AI and agentic AI change roles, work, and organizational structure, and to translate those changes for technical and change partners.

The Principal pairs AI fluency with strong organization design expertise, operating as a hands-on practitioner within a cross-functional pod that includes an AI Technical Team, an AI Change Enablement and Upskilling lead, business subject matter experts, and HR business partners. The role suits someone comfortable building in ambiguity and ready to take engagements from diagnosis through lasting change in a complex, global medtech environment.

This role follows a hybrid work model requiring employees to be in our MA or MN 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.

Responsibilities

• Lead organizational redesign analyses and design efforts for functions undergoing AI-driven transformation, including research, stakeholder interviews, design option development, and recommendations.
• Apply task-level decomposition methodology to break roles into discrete tasks, assess each task’s suitability for AI augmentation or automation, and redesign roles around the resulting human-AI boundary.
• Design new AI-era roles and job families, including human-AI teaming roles, AI workflow orchestrators, and AI governance and oversight roles, with clear accountabilities and competency profiles.
• Ensure job architecture, competency frameworks, skills, and career paths are updated to reflect the responsibilities and skills required in an AI-augmented organization.
• Drive implementation by standing up new structures and roles, working through the transition, and ensuring designs hold in practice in partnership with the change lead.
• Partner with Talent Management and Total Rewards to connect job design outputs to workforce planning, hiring, performance management, and compensation.
• Maintain deep, current fluency in AI, generative AI, and agent-based AI, and translate their capabilities into concrete implications for roles, skills, structures, and workflows.
• Translate the AI Technical Team’s possibilities and constraints, and the change team’s requirements, into clear design decisions and actionable requirements for pod partners.
• Monitor external AI, generative AI, and agentic AI trends and translate relevant developments into practical design recommendations.
• Use Reejig-driven task decomposition to inform which work shifts to AI, stays human, or becomes human+AI—then institutionalize those decisions through work and career architecture (role design, leveling, skills, pathways).
• Contribute to the enterprise AI transformation strategy, roadmap, and governance in support of the HR Director, including value cases that quantify anticipated efficiency gains, workforce impacts, and return on investment.
• Map current-state workflows for high-priority processes in sufficient detail to identify automation opportunities and human-AI handoff points.
• Translate workflow analysis into design decisions and requirements for the AI Technical Team and process owners, partnering on the redesign rather than independently running a Lean or Six Sigma program.
• Apply continuous-improvement principles, such as Lean, Agile, or equivalent methodologies, to help ensure future-state designs are efficient, scalable, and measurable.
• Build reusable tools, templates, and methodologies that HR business partners and business teams can apply to scale the work beyond the core team.
• Partner with the AI Change Enablement and Upskilling lead, who owns change management, communications, training, and adoption, by translating design changes into role, skill, and workforce requirements that shape their plans.
• Serve as a trusted adviser to leaders and HR business partners on the workforce, skills, and role implications of AI change, helping teams prepare for new ways of working.
• Account for the human dimensions of AI adoption, including role evolution and workforce concerns, in how designs are shaped and sequenced.
• Operate as a connected member of an intact pod where success is measured by team movement as much as individual deliverables.
• Own organization, operating-model, role, job, and skills design and implementation, including translation of AI and workflow change into design and requirements.
• Partner with the AI Technical Team, AI Change Enablement and Upskilling lead, business subject matter experts, and HR business partners to ensure technical solutions, adoption plans, business realities, and people decisions are connected.
• Coordinate across HR, IT, Legal, Compliance, and business teams to keep AI initiatives aligned, integrated, and risk-aware.
• Contribute to the team’s methodologies, tools, and thought leadership, and provide guidance and informal mentorship to other contributors.

Requirements

• Bachelor’s degree in business, organization development, human resources, industrial and organizational psychology, or a related field.
• Minimum of 8 years' experience in hands-on enterprise transformation, organizational design, HR strategy, or management consulting.
• Demonstrated depth in organization and operating-model design and job, work, and skills architecture.
• Strong integrative judgment, with the ability to connect organization design, AI, operating model, and workflow into a single coherent, implementable plan.
• Deep, current fluency in AI, generative AI, and agentic AI, with the ability to translate these capabilities into role and workforce implications and keep pace as technology evolves.
• Proven track record of taking organization and work-design engagements from diagnosis through design to implementation and lasting change.
• Demonstrated experience with job or role redesign in a major business or technology transformation, including task-level analysis to identify automation opportunities.
• Ability to map workflows in sufficient detail to partner with technical and process experts and translate requirements through process-design fluency.
• Comfort operating in a newly established, ambiguous, and fast-moving capability, bringing structure where little exists.
• Strong collaboration, translation, and stakeholder-influence skills, including the ability to influence without authority across a matrixed, global environment.

Preferred Qualifications

• Master’s degree in business, organization development, human resources, industrial and organizational psychology, or a related field.
• Management consulting experience in organization design, operating-model, or workforce transformation with large, global clients, with readiness to move from advising to owning and delivering the work inside an enterprise.
• Experience in a regulated industry, such as medical technology, health care, financial services, or life sciences.
• Familiarity with organizational design methodologies and frameworks, such as the Galbraith Star Model or Kates Kesler, and digital organization design tools such as OrgVue.
• Familiarity with task decomposition or work design methodologies and platforms, such as Mercer Work Design, Gloat, Reejig, or equivalent tools.
• Familiarity with workflow automation platforms, such as Microsoft Power Automate or Copilot Studio, sufficient to brief and partner with technical teams on automation design and human-AI handoff points.
• Demonstrated experience executing change initiatives involving organizational transformation and technology adoption.
• Demonstrated competency in organization and operating-model design, AI-era role design, task-level work analysis, human-AI work allocation, business process mapping, workflow redesign, and implementation of organization design.
• Ability to collaborate, translate complex concepts, and influence without authority in matrixed, global environments.
• Comfort with ambiguity and building new capabilities.

Pay

Minimum Salary: $106,800
Maximum Salary: $202,900

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (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).