Director, HR Business Partner (HRBP)

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.

The Role 

As a member of the PSaS Human Resources Team, the Director HR Business Partner is responsible for supporting and driving the PSaS strategy through practical talent solutions. The position serves as an advocate and consultant to management on human resource-related issues. The successful Director HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs and communicates needs proactively within the HR function and to business leadership teams.  The position forges partnerships across the HR function to deliver value-added service to PSaS leaders and employees that support the accomplishment of the business objectives of the organization.  

The HR Business Partner will know the business well and have a clear point of view on talent strategies and key partnerships within the enterprise needed to enable business results. They will deeply understand the businesses goals and priorities and influence key talent decisions through trust and credibility with the Sr. Leadership Team and HR colleagues. 

Key Responsibilities 

The Director, HRBP consults with leaders to provide customized and practical HR solutions to challenges across a range of HR functions including organization design and effectiveness, talent management (workforce planning, development, retention, assessment, career architecting and succession), engagement and culture, diversity, and compensation.  

Strategic HR Leadership: 

• Support and implement HR strategies aligned with the organization's goals and objectives. 

• Partner with senior executives and business leaders to provide strategic HR guidance and support. 

• Drive organizational effectiveness by identifying opportunities for HR interventions and solutions. 

HR Business Partnering: 

• Serve as a trusted advisor and partner to senior leaders, understanding their business needs and providing HR insights and solutions. 

• Collaborate with business leaders to develop and execute workforce plans, including talent acquisition, succession planning, and retention strategies. 

• Provide guidance, partner, and support execution on organizational design, change management, and cultural transformation initiatives. 

Organizational Development, Culture, and Change Management: 

• Support and help implement organizational development initiatives, such as workforce planning, organizational design, and restructuring efforts. 

• Drive change management strategies to facilitate smooth transitions during organizational changes or business transformations. 

• Lead culture change through assessing, developing, launching, and reinforcing culture behaviors and initiatives

Performance Management: 

• Advise and coach managers on performance management practices, including goal-setting, feedback, development planning, and facilitate calibration sessions, as needed. 

• Offer program recommendations to enhance employee engagement, morale, and overall performance. 

Talent Acquisition and Management: 

• Partner with Executive/Sr. Leader hiring managers and the talent acquisition team to ensure effective recruitment strategies, sourcing methods, and candidate selection processes. 

• Drive talent management initiatives, including performance calibration, talent reviews, and succession planning. 

• Partner with Talent Partner/TMD to implement programs to attract, develop, and retain top talent, fostering a high-performance culture. 

HR Analytics and Metrics: 

• Utilize HR analytics and data-driven insights to assess HR effectiveness and drive data-