Vice President, Human Resources Business Partner
Additional Location(s): US-MN-Arden Hills; US-MN-Maple Grove
About The Role
The Vice President, Human Resources Business Partner, Cardiology Sales serves as a strategic partner and enterprise leader, working closely with Commercial senior executives to translate business strategy into integrated people, organization and culture solutions. This role enables sustainable business performance by shaping workforce strategy, organizational effectiveness and leadership capability across a large, complex and matrixed global organization. As a trusted advisor, you will leverage business insight, data and enterprise HR capabilities to influence organizational effectiveness, leadership performance and long-term talent outcomes. You will lead a team of HR Business Partners while partnering across Centers of Excellence and HR Operations to deliver integrated, business-focused solutions that accelerate growth and strengthen organizational health.
Work mode, 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.
Responsibilities
- Strategic Business Partnership
- Act as a trusted advisor to senior leaders, influencing business strategy through enterprise workforce planning, organization design, and leadership effectiveness.
- Translate business priorities into integrated people strategies aligned with enterprise direction, growth, and culture.
- Apply deep understanding of business drivers, field dynamics, and external market dynamics to anticipate workforce implications.
- Represent the business unit’s perspectives in enterprise-level talent, workforce, and organizational discussions.
- Talent & Organization Strategy
- Lead the development and execution of end-to-end talent strategies, including leadership development, succession planning, critical role management, and capability building.
- Partner with leaders to identify future skills and organizational capabilities required to deliver strategy.
- Drive organizational design, role clarity, and decision-right alignment to enable agility, accountability, and execution at scale.
- Ensure consistent application of leadership standards and talent practices across the business unit while allowing for business-specific nuance.
- Change, Transformation & Culture
- Lead large-scale change management and transformation initiatives within the business unit, ensuring adoption, engagement, and sustained outcomes.
- Shape and reinforce a culture that supports performance, inclusion, accountability, and continuous improvement.
- Coach senior leaders through complex change, workforce transitions, performance challenges and organizational tension.
- Balance enterprise consistency with business unit operating realities during periods of growth, transformation, and pressure.
- Employee Experience & Engagement
- Champion a differentiated employee experience that supports attraction, engagement, development, and retention of top talent.
- Use listening strategies, engagement data, and analytics to diagnose systemic issues and drive leader-owned action plans.
- Partner with leaders to address employee experience challenges through leadership behavior, not just programs or initiatives.
- Data, Insights & Decision Support
- Use people analytics and workforce insights to inform executive decision-making and organizational priorities.
- Establish and monitor success metrics for talent, engagement, and leadership effectiveness, and organizational health, translating into clear recommendations, actions and accountability for leaders.
- Elevate the use of predictive and scenario-based workforce planning to anticipate risk and opportunity.
- Leadership, Collaboration and Influence
- Lead and develop an HR Business Partner team, setting strategic direction, priorities, and expectations.
- Integrate enterprise HR strategy with business strategy to drive competitive advantage.
- Anticipate shifts in business needs, workforce trends, and external environments to proactively position the organization.
- Build strong, trust-based relationships across the enterprise and with external stakeholders.
- Influence outcomes through collaboration and data-backed recommendations.
- Operate with broad latitude in decision-making, judgment and problem-solving.
Requirements
- Bachelor’s degree or equivalent.
- Minimum of 15 years’ experience in a progressive Human Resources organization or relevant business environment.
- HR experience supporting commercial organizations.
- Comfortable working and collaborating in a matrixed, global growth-oriented environment.
- Ability to envision, drive and manage complex organizational change and development with relentless follow-through to ensure successful outcomes.
- Strong track record of people leadership, managing and developing HR teams.
- Demonstrated ability to deal with highly complex business challenges, both urgent short-term issues and long-term strategic actions.
- Experience with developing and implementing custom talent strategies across various types of teams.
- Deep understanding of how to build talent in an organization both in terms of acquisition and development.
- Experience creating and deploying engagement and retention strategies.
- Possess a deep understanding of diverse perspectives, an ability to create inclusive environments where all individuals feel valued and respected.
- Previous experience in guiding, coaching and leading senior executives as a credible business advisor.
- Proven ability to influence and build consensus among senior leadership, effectively securing commitment and support for key initiatives.
Preferred Qualifications
- Exhibit an eagerness to challenge assumptions, stay informed about industry trends, and share insights to contribute to team growth and success.
- A proven track record of adapting to new information and technologies, coupled with a drive to deepen knowledge in relevant domains.
- Demonstrated ability and understanding of the need to collaborate globally, across divisions, regions, and global functions.
- Excellent communication skills and ability to build strong global networks.
- Outstanding operational ability to navigate successfully between strategic agenda and purposeful execution.
- Entrepreneurial mindset: not overly reliant on big company programs and discipline, demonstrated ability to take risk and to create from scratch as needed.
- Lead with intellectual curiosity, demonstrate a strong passion for continuous learning and problem-solving.
- The ability to ask thoughtful questions, research and analyze complex issues, and proactively explore innovative solutions.
- Demonstrated ability to make tough decisions when needed, being decisive yet open.
Pay
Minimum Salary: $225,900
Maximum Salary: $429,200
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).