HR A&I Business Partner, Global Supply Chain

Additional Location(s): US-MN-Maple Grove

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

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.

Your responsibilities will include:

● 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.

Scope of role – Global Human Resources Business Partner (HRBP):

Strategic Partnership
• Team Alignment: 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.
• Workforce Planning: Lead Workforce Planning through Annual Operating Planning (AOP) and Strat Planning. Support Business Development efforts. Assess organizational health and evaluate opportunities to improve performance.

Talent Management
• 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.
• Attract: 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.
• Develop: 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 tha