Senior Director, HR Strategic Planning – Realization

Role Overview

• Lead the portfolio of HR strategic priorities, HR transformation and critical projects, intersections, and interdependencies; ensure the right discussions and decision timing
• Provide oversight of program/portfolio budgets, resource planning, and financial performance, ensuring alignment to strategic priorities
• Oversee the work of program, product, and project managers driving key HR initiatives and partner closely with initiative leads and sponsors to deliver strong outcomes
• Shape and foster a compelling HR vision in collaboration with the HR Leadership Team and key stakeholders
• Partner with Corporate Communications to craft messaging strategies that align to organizational goals and values
• Develop and execute HR strategies in collaboration with the HR Leadership Team that align with the organization’s overall goals and objectives
• Establish and sustain a collaborative HR governance model and practices across Business Units and COE teams in support of the HR strategy, including the processes and protocols needed to enable the model
• Drive a culture of innovation and digital capability within HR by identifying opportunities to enhance operational efficiency, streamline processes, and leverage technology
• Lead effective facilitation of enterprise-level strategic planning, budget process and design-thinking sessions with the HR Leadership Team and key stakeholders to align priorities, accelerate problem-solving, and co-create scalable HR solutions
• Lead program management activities, including the continued evolution of HR PMO capabilities, and ensure change management and communications are integrated into overall program delivery
• Provide people leadership to a team of program and project management professionals by setting direction, coaching performance, building capability, and aligning resources to strategic priorities.

Requirements

• 12+ years of relevant HR experience in a related field
• Bachelor’s degree required
• Business Mindset: Able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance
• Change Management: Demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition
• Autonomous: Able to work effectively in a rapidly changing and ambiguous environment
• Influence: Demonstrated ability to leverage strong communication skills to influence and hold others accountable without formal positional power or authority
• Program Management: Demonstrated experience in driving large-scale programs, including building and tracking project plans, status reports, and mitigating business risk by highlighting critical issues to program leadership early
• Strategic and Business Orientation: Understands McKesson enterprise strategy and how HR supports it, including growth initiatives and external HR trends
• People Leadership: Proven experience leading, coaching, and developing high-performing teams while driving accountability, capability building, and results.

Benefits

• Competitive compensation package
• Annual bonus or long-term incentive opportunities