Project Manager, HR Strategic Initiatives

Boston Scientific•Maple Grove, MN

4d•$131,700 - $250,200•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: Boston Scientific was recognized as a Glassdoor Best Place to Work in 2026, ranking No. 15 on the Top 100 list, reflecting the culture our employees experience every day. The Project Manager, HR Strategic Initiatives, leads enterprise-level HR transformation initiatives that advance Boston Scientific’s talent, learning and culture priorities. This role is responsible for delivering enterprise HR strategic projects each year, translating strategic intent into structured execution through disciplined project governance, stakeholder alignment and measurable outcomes. In 2026, the primary focus for this role is serving as the enterprise project manager for the Growth Mindset initiative, a culture transformation effort designed to embed behavior-change principles into systems, leader practices and employee experiences. Rather than operating as a standalone program, the initiative integrates Growth Mindset activation into enterprise processes and leadership practices to drive sustained organizational impact. This role partners closely with initiative sponsors, Enterprise Talent Management (ETM) leaders, HR Operations and cross-functional technical partners to drive alignment and execution. The role also supports facilitation of the ETM strategic project portfolio, providing governance, visibility and proactive risk management across enterprise talent initiatives. Operating within the HR PMO delivery framework, the role ensures disciplined execution, cross–center of excellence alignment and strong integration with broader HR and business strategies. 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, business administration, organizational development or a related field.
Minimum of 5 years' experience managing complex cross-functional projects or programs.
Minimum of 3 years' experience delivering HR-related initiatives within talent management, learning, culture transformation or similar domains.
Demonstrated experience applying structured project management methodologies such as waterfall, agile or hybrid delivery approaches.
Demonstrated experience managing multiple project workstreams, risks and stakeholder communications.
Experience working in matrixed or global organizations with cross-functional stakeholders.
Experience using digital collaboration or project management tools to support planning, reporting and project governance.

Nice To Haves

Experience leading enterprise-level HR transformation initiatives.
Familiarity with behavior-change frameworks, adoption strategies or culture transformation programs.
Experience leveraging AI-enabled tools or analytics to support project planning, insights or decision-making.
Certification such as PMP, Agile/Scrum, Prosci, SHRM-SCP, PHR or equivalent.
Familiarity with HR technology platforms such as Learning Hub, Degreed, HCM systems or Qualtrics.

Responsibilities

Serve as the enterprise project manager for the Growth Mindset initiative, driving workstream coordination, risk management, milestone delivery and executive visibility.
Leverage AI-enabled tools and digital collaboration technologies to enhance project planning, risk identification, stakeholder insights, content development and reporting efficiency.
Translate strategic intent into actionable project plans, including timelines, governance structure, resourcing requirements and measurable outcomes.
Establish structured execution rhythms, including project standups, steering committees, RAID logs and KPI tracking.
Ensure alignment with enterprise HR technology platforms, including Learning Hub and Degreed, and coordinate integration considerations across systems and stakeholders.
Ensure alignment and coordination with broader enterprise transformation programs and initiatives.
Provide clear and consistent updates, insights and recommendations to initiative sponsors, HR leadership team members and key stakeholders, including executive leaders and HR business partners.
Facilitate collaboration across HR centers of excellence, HR Operations, Learning, People Analytics and IT partners.
Create structured communication and governance artifacts, including steering committee readouts, project dashboards and decision logs.
Ensure all project artifacts meet governance expectations, including scope definition, value measurement and cost considerations aligned with enterprise project investment board preparation and governance standards.
Reinforce Design for Delivery practices and business case standards across project execution.
Partner with Enterprise Talent Management leadership to support management of the ETM strategic project portfolio.
Facilitate portfolio intake and prioritization processes.
Map project interdependencies and identify risks across initiatives.
Support governance preparation activities related to Annual Operating Planning, strategic planning and project investment board reviews.
Develop and maintain portfolio health reporting to provide transparency and leadership visibility across initiatives.
Apply HR’s Design for Delivery framework and project and portfolio management practices to strengthen consistency, governance and transparency across ETM initiatives.
Utilize data analytics and AI-enabled insights to monitor portfolio health, identify emerging risks and inform prioritization discussions.
Support feedback loops between execution teams and strategic leaders to improve delivery effectiveness and alignment.