Principal, HR Change Enablement

Boston Scientific•Arden Hills, MN

13h•Hybrid

About The Position

The Principal, HR Change Enablement plays a critical role in enabling enterprise-level capability transformation across Global HR, with a specific focus on Growth Mindset culture-building and AI-powered talent enablement. This role partners closely with Talent Management, Learning & Development, HR Business Partners, and senior leaders to design and deliver structured change strategies that accelerate adoption of AI tools, build a growth mindset culture, and strengthen talent capability at scale across a complex, multi-year transformation. This position operates as a strategic thought partner and execution lead — bringing clarity, structure, and rigor to the intersection of talent strategy, learning enablement, and enterprise AI adoption. 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 human resources, organizational development, business administration, or a related field
Minimum of 8+ years' experience in change management within large, matrixed organizations
Demonstrated experience executing change initiatives involving organizational transformation and technology adoption
Experience developing and executing structured change strategies and implementation plans
Working knowledge of formal change management methodologies (e.g., Prosci, ADKAR, or equivalent frameworks)
Demonstrated communication and facilitation skills across varied audience

Nice To Haves

Master’s degree in human resources, organizational development, business administration, or a related field
Background in executing change initiatives that include talent management, culture transformation, and technology adoption components
Knowledge of organizational readiness assessments and learning adoption approaches
Exposure to AI-related change initiatives, including communication and adoption strategies
Familiarity with enterprise AI adoption, learning experience platforms (e.g., Degreed), or AI-enabled coaching tools
Involvement in AI-driven organizational transformation initiatives
Understanding of talent management processes, including talent planning, development, or succession
Collaboration with human resources functions or partnership with HR teams
Demonstrated ability to influence stakeholders without direct authority
Ability to balance strategic planning with hands-on execution

Responsibilities

Lead end-to-end change enablement for Talent Management initiatives, including Growth Mindset culture activation, AI skills development, Learning Hub adoption, and HRBP capability transformation.
Design and execute change strategies that connect Growth Mindset and AI curiosity as a unified, integrated capability shift — not separate workstreams.
Partner with Talent Management, Learning, and Comms leads to embed growth mindset themes into AI adoption messaging, manager communications, and learning pathways.
Develop stakeholder mapping, sponsor engagement approaches, and readiness planning aligned to talent transformation milestones and executive sponsorship structures.
Act as a trusted advisor to senior HR and Talent leaders, providing guidance on managing resistance to AI adoption (including ethical, environmental, and behavioral concerns) and building organizational readiness.
Support executive communication preparation, including HRLT, PIB, and board-level readiness on talent and AI topics.
Design practical, reusable change artifacts (e.g., change plans, impact assessments, leader talking points, message maps, HRBP toolkits) that can scale across talent initiatives and functions.
Develop and maintain message cascade strategies that reach people leaders directly — not just through traditional top-down channels — to ensure AI and Growth Mindset messages land consistently.
Support the design and delivery of AI capability pathways, including Learning Hub activation, practical prompting workshops, AI coaching tools (e.g., Maestro), and skills-led learning programs.
Integrate change management with talent communications, governance (e.g., AI Acceleration Council, activation pods), and program execution to ensure alignment and momentum.
Coordinate with cross-functional partners in Learning, Comms, HRBP, and Enterprise AI to ensure a coherent, employee-centered change experience.
Apply a continuous improvement lens — capturing lessons learned from activation, iterating approaches based on HRBP and employee feedback, and strengthening enterprise change capability over time.
Build strong partnerships across Talent Management, Learning & Development, HR CoEs, HRBPs, Comms, and the Enterprise AI team.
Influence without authority across highly matrixed teams and governance structures.
Model and reinforce the leadership behaviors that are foundational to AI adoption: curiosity over fear, progress over perfection, and learning over defensiveness.
Comfortable navigating ambiguity and evolving enterprise priorities with a strong ownership mindset and bias toward action.
Able to flex capacity across enterprise priorities while maintaining focus on critical-path talent and AI enablement work.