Principal, Human Resources Change Enablement

bostonscientific • Maple Grove, MN

5d • 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. The ideal candidate is AI-proficient, curious, and continually experimenting with AI to improve the quality, speed, and impact of their own work. They bring an AI-first mindset to problem solving, while staying grounded in the business outcomes, employee experience, and organizational capabilities the work is intended to deliver.

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
• Demonstrated proficiency using AI tools to improve day-to-day work, including research, synthesis, communication, planning, problem solving, and content development.
• Demonstrated curiosity and commitment to continuously learning, experimenting with, and responsibly applying AI in a business context.
• Strong business acumen with the ability to connect change enablement activities to measurable business outcomes, adoption goals, capability shifts, and enterprise priorities.
• Ability to translate strategic objectives into practical execution plans, stakeholder actions, success measures, and outcome-oriented change interventions.

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.
• Model AI-first ways of working by actively using AI tools to improve problem solving, synthesis, communication, stakeholder engagement, change planning, and execution quality.
• Demonstrate ongoing curiosity and experimentation with AI, identifying practical ways to apply AI responsibly to increase speed, insight, personalization, and scalability across change enablement work.
• Connect change strategies, communications, learning activation, and adoption efforts to clear business outcomes, including capability growth, adoption, productivity, employee experience, and transformation readiness.
• Define and use practical success measures to assess whether change enablement activities are driving the intended behavioral, operational, and business outcomes.
• Bring a business-outcome orientation to ambiguous problems, translating enterprise priorities into clear change objectives, stakeholder actions, adoption measures, and execution plans.

Benefits

• Relocation assistance is not available for this position at this time.
• Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time.

What This Job Offers

• Job Type: Full-time
• Career Level: Principal