Associate Director, HR M&A Lead

Additional Location(s):  N/A

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: 

Serve as the senior HR lead for mergers and acquisitions, owning people-related due diligence and leading HR integration execution from the HR M&A Center of Excellence. This role combines enterprise-level judgment with hands-on execution, ensuring disciplined risk assessment, clear decision-making, and effective delivery across HR and deal partners. Supports enterprise org design decisions tied to transactions and provides direct and indirect leadership across HR teams during integrations.

 

Your responsibilities will include:   

• Own and execute end-to-end HR due diligence for acquisitions, including hands-on analysis of workforce data, compensation and benefits structures, compliance exposure, and HR operational readiness.
• Lead the HR side of integration from the M&A CoE, setting direction while also completing core integration work required to support HRBPs and the business.
• Perform the detailed legwork for HRBPs, including data analysis, Excel modeling, preparation of materials, and leading HR integration meetings and forums.
• Determine and actively manage decision rights between the HR M&A CoE and Business Unit HR leadership, retaining enterprise control where risk, precedent, or scale requires it.
• Partner closely with Business Unit HR Vice Presidents and HRBPs, providing direction and coordination across HR during integrations, clarifying decision rights, and ensuring leaders are positioned to make informed decisions.
• Work in lockstep with the assigned M&A CoE Project Manager, partnering on strategy execution while the PM owns detailed plans, milestones, and tracking.
• Coordinate across HR CoE partners and functional SMEs (Compensation, Benefits, HR Systems, Legal/ER), ensuring alignment, timely inputs, and practical execution.
• Provide onsite HR leadership during critical integration milestones (e.g., Day 1, IT/system cutovers, benefits transitions) to surface and resolve issues quickly.
• Provide direct and indirect leadership across HR during transactions, aligning HRBPs and COE partners to a unified integration strategy; operate with enterprise-level judgment consistent with director-level expectations.

 

Required Qualifications:

• Bachelor's degree in Business or a related field
• 10+ years of HR experience with significant hands-on involvement in M&A due diligence and integration
• Strong understanding of workforce financials, compliance exposure and HR operating models
• Comfortable leading senior-level discussions and making calls under ambiguity and time pressure
• Willingness to travel and provide onsite support during critical integration milestones

 

Preferred Qualifications

• MBA or graduate degree 
• Advanced MS Office capability; able to produce executive level materials quickly
• Strong partnership experience; ability to collaborate with Business Unit and CoE's

 

Requisition ID: 625129

Minimum Salary: $137700 

Maximum Salary: $261600 

 

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see www.bscbenefitsconnect.com—will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.

 

Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).

 

Compensation for ex