HR Director, AI Organization Transformation

Boston Scientific•Arden Hills, MN

9d•Hybrid

About The Position

Boston Scientific is embarking on a multi-year enterprise AI transformation to responsibly and effectively integrate artificial intelligence across the organization. We are seeking an HR Director, AI Organization Transformation, to lead this effort from an enterprise organization and workforce transformation perspective, in close partnership with the CIO organization and senior business leaders. This is a newly created leadership role within HR, reporting to the Vice President, Organizational Transformation & HR Strategy. The HR Director will establish the enterprise AI organization transformation strategy and roadmap, design the supporting operating model and governance structures, lead workforce and job redesign, and build and lead a small, high-impact team. This role requires a leader who can operate simultaneously at the strategic and operational levels, shaping how the enterprise adopts AI while redesigning the structures, roles, and workflows that make that adoption real and sustainable across a highly matrixed, global organization. This role follows a hybrid work model requiring employees 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.

Requirements

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 (agent-based systems) to enable more efficient and scalable workflows.
Strong understanding of AI, GenAI, and agent-based (agentic) 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, use cases, and workforce strategies for non-technical audiences.

Nice To Haves

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.

Responsibilities

AI transformation strategy & roadmap
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 (agentic) AI trends, and translate relevant insights into enterprise strategy, including identifying where AI agents can be deployed 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.
Organization & job design
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 which tasks within roles are candidates for AI augmentation or automation, including the use of AI agents for multi-step workflows and decision support and redesign roles accordingly.
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 ensure job design outputs connect to workforce planning, hiring, performance, and compensation.
Workflow redesign
Lead the identification and redesign of high-priority business workflows affected by AI ensuring redesign is embedded in AI implementation planning, not treated as an afterthought.
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.
Change enablement & adoption
Lead enterprise change enablement efforts for AI initiatives, including stakeholder engagement, communications, adoption planning, and value realization.
Develop and execute change strategies that account for 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.