HR A&I Business Partner, Global Supply Chain

bostonscientific•Maple Grove, MN

16d•$122,100 - $232,000•Hybrid

About The Position

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: The HR Acquisition & Integration Business Partner, Global Supply Chain plays a critical role in ensuring seamless people-related integration across acquisitions impacting Boston Scientific’s Global Supply Chain (GSC) and Quality functions. This role is responsible for leading organizational transitions, HR system and policy alignment, and short-term HRBP coverage for acquired teams. Operating as a key partner to HR M&A, People Services, and GSC leadership, this role ensures acquired employees are fully and cleanly integrated into Boston Scientific’s people infrastructure, while maintaining business continuity and cultural alignment. 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.

Requirements

Bachelor’s degree in Business, Human Resources, or related field.
Minimum of 5 years' experience in M&A acquisition and integration with direct ownership of HR integration activities.
Minimum of 5 years' experience in progressive HR roles (e.g., HRBP, M&A, or equivalent), supporting complex, multi-stakeholder environments.
Proven track record executing organizational transitions, retention planning, workforce actions, and HR system integrations.
Demonstrated ability to operate in fast-paced, ambiguous environments and drive execution with limited direction.

Nice To Haves

Experience supporting Global Supply Chain, Manufacturing, Operations, or Quality organizations.
Strong project management skills, including milestone tracking, workplan development, and cross-functional coordination.
Experience working within matrixed, global organizations.
Exposure to HR system implementations or migrations (e.g., SuccessFactors).

Responsibilities

Leading HR integration activities for GSC and Quality acquisitions, including organizational transitions, retention planning, RIF execution, and workforce process alignment.
Delivering Day One and post-close integration across HR systems, policies, and operating models.
Providing strategic input on integration decisions without owning long-term talent or organization strategy.
Supporting integration-related org design and synergy planning with business leaders and HR partners.
Executing RIF activities in partnership with People Services.
Leading manufacturing transfer retention strategies and employee readiness.
Rolling out HR policies in partnership with People Services and the HR M&A Center of Excellence.
Coordinating interim HRBP support and coaching acquired-site HR teams during transition.
Leading Global Mobility integration planning and kickoff for acquired talent.
Managing HR integration project plans, tracking milestones, risks, and dependencies.
Driving cross-functional collaboration between HR, Legal, Finance, Communications, and Operations.
Executing within HR M&A playbooks and governance frameworks to ensure standardization and excellence.
Contributing to continuous improvement of integration tools, frameworks, and enterprise acquisition readiness.
Lead and drive people and organizational strategies as part of a Senior Leadership Team to enable business goals and objectives.
Drive team effectiveness to enhance performance.
Coach and support leadership on talent strategies that drive business outcomes.
Lead Workforce Planning through Annual Operating Planning (AOP) and Strat Planning.
Support Business Development efforts.
Assess organizational health and evaluate opportunities to improve performance.
Develop and lead the talent agenda, which includes creating plans that assess talent, perform pipeline analysis and fill gaps to develop and move people within the enterprise as appropriate.
Using key insight from workforce and talent planning efforts, partner with leaders and TA to create a strategic TA strategy.
Support the development of an internal and external pipeline of talent for all senior and critical roles.
Review and understand external talent trends.
Partner with Talent COE to create strategies to support (examples might include early career programs; Leadership Development; Skills enhancement in key areas).
Lead a sustainable Talent Review & Succession Planning that delivers on key talent actions building robust succession pipelines.
Build relationships and create visibility for key talent.
Create retention strategies and partner with Global Total Rewards to develop effective rewards programs.
Ensure clarity on succession and career opportunities.
Work closely with leaders and teams to enable, promote, and recognize company values and behaviors.
Create an environment of innovation by highlighting the diverse perspectives and experiences of our team.
Emphasize not only results but how those results are delivered.
Communicate and highlight culture and inclusion programs.
Promote ERGs, inclusion, and equitable practices.
Amplify our employees' voice through the Engagement Survey, our Inclusion Council and align to our listening strategy.
Identify and develop strategies and initiatives aligned with our purpose and values.
Ensure leadership engagement and demonstration of our core value behaviors.
Establish KPIs to assess progress and ensure programs and initiatives are having the desired impact and are driving sustainable change.
Partner with business leaders to assess organizational needs and develop solutions to enhance performance, productivity, and team effectiveness.
Collaborate with divisional/functional peers to assess organizational evolution.
Proactively lead an annual review and identify gaps/challenges.
Partner with the business leader to plan the reorganization, determine impacts and build a thorough plan for execution and change enablement.
Own the execution of the reorganization plan, including communications, people impacts, change plan and follow-ups.
Engage other parts of HR model to support execution as appropriate.