Sr. Director, HR Strategic Planning & Realization

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.

Key Responsibilities

• 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.

Key Partnerships

• Vice President, Strategy & Governance: Partner closely on strategic priorities, governance, portfolio planning, and overall execution of the HR operating agenda.
• HR Business Partners: Partner to align governance, priorities, and program execution with business needs and enterprise HR objectives.
• Centers of Excellence: Coordinate priorities, inputs, and deliverables across HR programs and governance activities to support aligned execution.
• HR PMO / Transformation Teams: Align on program plans, milestones, dependencies, reporting, and change activity across strategic initiatives.
• HR Leadership Team: Support leadership forums, strategic planning, and decision-making through strong governance, insight development, and execution support.
• HR Technology / Data & Analytics Teams: Partner to leverage data, tools, and insights that strengthen reporting, governance, and strategic decision-making.

Ideal Candidate Profile

The ideal candidate is a strategic and collaborative HR leader with the ability to connect business priorities, enterprise strategy, and HR execution. They bring strong program and portfolio management experience, sound judgment, and the ability to operate effectively in a fast-paced and ambiguous environment. This leader is skilled at building relationships, influencing across functions, and driving alignment without relying on formal authority. They are also an experienced people leader who can coach and develop a high-performing team, foster accountability, and ensure strong execution across complex strategic and operational priorities. The candidate combines change leadership, business and financial acumen, and a forward-looking mindset to advance innovation, governance, and long-term HR impact.

Basic requirement

• 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 exec