Senior HR Enablement Specialist

McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care.

What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you.

About the Role

The Senior HR Enablement Specialist is a critical partner that supports the strategic execution of critical people initiatives for the collective HRBP team. They most often support VP and SVP HR Business Partners, ensuring consistent, high‑quality execution of HR programs and processes across complex business units and functions. In this role, you translate HRBP direction into strategic and operational delivery, enabling and executing cyclical HR enterprise processes, as well as organization-specific talent initiatives, preparing and synthesizing workforce insights, , executing & facilitating organizational design and change activities led by the HRBP, while ensuring consistent application of HR programs and enterprise standards.

You will work within the frameworks established by HR Shared Services, Centers of Expertise, and the HR Product Operating Model, ensuring adherence to standards, applying judgement to navigate ambiguity and surfacing meaningful feedback when barriers or experience gaps arise. You need to have a deep understanding of your client talent priorities and nuances to refine, not deeply customize, delivery within your client’s structure, goals and limitations. This requires you to proactively, with limited guidance, adapt actions plans to reach desired outcomes. This role also requires growing digital and AI-enabled HR acumen, applying emerging tools to strengthen analysis, streamline

delivery, and enhance HRBP support.

This role is ideal for someone who excels at bringing structure to established processes, facilitating and supporting key HR discussions, aligning stakeholders, and ensuring accurate, reliable execution— knowing when to execute, when to facilitate, and when to redirect to the appropriate HR teams or expertise.

Key Responsibilities

• Execute cyclical HR programs (e.g., performance management, compensation, onboarding/offboarding, succession/talent management, etc.) for complex/large client groups with minimal guidance; anticipate risks and ensure continuity across portfolios.
• Lead the execution of complex HR processes across large or highly matrixed business units/functions—translating HRBP direction into clear, actionable plans.
• Facilitate key HR sessions (e.g., Talent Review Process, Performance & Development, organization design reviews) by preparing pre‑reads, participating actively, and asking insight‑driven questions that strengthen decisions.
• · Contribute to organizational design activities by preparing data pulls, analyzing impacts and workforce implications, drafting materials, and ensuring consistent practices; ensure accurate downstream HRIS execution with stakeholders.
• · Change management & product adoption: coordinate and align communications/adoption across HRBP portfolios to drive consistent practices at scale.
• · Workplace experience: coordinate manager-facing resources on core people processes; contribute to culture and engagement activities with HRBPs and COEs.
• · Workforce planning & organizational strategy: contribute to strategic workforce planning and surface capability/skills data insights that inform build/buy/borrow decisions.
• · Transformation support: provide broader change coordination (beyond product adoption) and structured support for transformation programs, restructures, and M&A integration led by HRBPs/COEs.
• · Data-driven HR & analytics: turn data into business insights (not just packages), highlighting trend forecasts and risk signals beyond talent cycles to inform action.
• · Run, validate, and conduct advanced analysis of HRIS (Workday) reports and Power BI dashboards to provide insight‑rich data packages; interpret patterns, diagnose workforce/talent issues, lead measurement of HR program effectiveness, and align
• recommendations to BU strategy and talent priorities; proactively address data quality.
• · Business acumen & consulting support: shape executive‑ready narratives (briefings, options, implications) that influence senior HRBPs and business leaders during critical decisions.
• · Demonstrate deep understanding of the HR operating model to ask t