Principal Product Manager – HR Product Management & Employee Experience

Role Summary

The Principal Product Manager translates McKessons HR product and employee experience strategy into an enterprise product portfolio. Reporting to the VP HR Product Management & Employee Experiencethis role shapes product strategy across multiple HR products employee journeys workforce capabilities and AI-enabled employee experiences; influences enterprise prioritization and investment decisions; and ensures measurable value realization for employees managers HR teams and the business.

This is a senior individual contributor role that operates as a product thought leader and strategic connector across HR Technology Employee Experience Operations Legal Privacy Risk and Change teams. The role is accountable for portfolio-level product direction outcome definition cross-product sequencing and maturity of product management practices without formal people-management responsibility.

Enterprise Product Portfolio Strategy

• Define and evolve the product strategy across multiple HR product domains employee journeys and workforce capabilities.

• Translate enterprise workforce priorities employee insights technology trends and business needs into multi-year product roadmaps and investment recommendations.

• Identify opportunities to simplify experiences reduce fragmentation improve adoption and create more connected end-to-end HR experiences.

• Shape portfolio decisions based on measurable value risk adoption compliance feasibility and business impact.

Product Governance Prioritization & Decision Support

• Establish portfolio-level prioritization approaches that help leaders make clear trade-offs across products journeys and capabilities.

• Frame decision-ready recommendations for senior leaders including outcomes dependencies risks investment needs and sequencing options.

• Manage strategic dependencies across HR Product HR Technology Employee Experience HR Services COEs and enterprise governance forums.

• Surface enterprise-level risks and decisions early escalating only when broader leadership alignment or investment decisions are required.

AI-Enabled HR Product Innovation

• Lead identification evaluation and scaling of AI-enabled HR capabilities across assigned product portfolios.

• Define product expectations for responsible AI use including trust transparency human-in-the-loop controls quality monitoring and escalation paths.

• Partner with Legal Privacy Risk Technology and Compliance teams to ensure AI-enabled capabilities meet enterprise standards and jurisdictional requirements.

• Evaluate vendor releases emerging technologies and external product trends to inform future HR product strategy.

Product Performance & Value Realization

• Establish portfolio-level success measures tied to adoption employee experience operational effectiveness self-service cycle time containment and business value.

• Maintain visibility into product performance benefits realization portfolio costs and return on investment.

• Use analytics listening signals service trends workforce insights and product adoption data to inform roadmap decisions and continuous improvement.

• Ensure product teams move beyond feature delivery to measurable outcomes and sustained value realization.

Product Management Maturity & Operating Model Discipline

• Serve as a thought leader for HR product management practices reinforcing consistent standards artifacts and operating routines.

• Create reusable frameworks for product one-pagers decision logs roadmap visibility scope boundaries success metrics and release-readiness expectations.

• Mentor Product Managers and matrixed partners to strengthen product thinking prioritization discipline and outcome orientation across HR.

• Advance maturity of McKessons HR product operating model by reinforcing single intake backlog discipline clear decision rights and transparent trade-offs.

What Success Looks Like

• HR product portfolios are clearly aligned to enterprise workforce priorities employee experience standards and measurable business outcomes.

• Senior leaders have decision-ready visibility into product priorities dependencies risks investments and value realization.

• AI-enabled HR capabilities are adopted responsibly and reinforce trust compliance usability and business value.

• Product roadmaps reflect integrated experiences rather than isolated tools or projects.

• Product management practices become more consistent scalable and outcome-oriented across HR.

• Employees managers and HR teams experience more connected efficient and trusted HR products over time.

Required Experience

• 12 years of progressive experience in product management digital strategy transformation HR technology employee experience or related disciplines.

• Demonstrated experience shaping enterprise-scale product portfolios multi-year roadmaps or complex digital transformation initiatives.

• Experience influencing senior leaders and enterprise prioritization or investment decisions without formal authority.

• Experience operating in large matrixed organizations with significant cross-functional dependencies.

• Exposure to HR workforce technology employee experience service delivery or regulated environments preferred.

Required Skills & Competencies

• Strategic product leadership connects workforce strategy employee experience technology data and business outcomes into a clear product direction.

• Portfolio management balances competing priorities dependencies sequencing risk and investment trade-offs across multiple product domains.

• Executive influence frames decision-ready recommendations and aligns senior stakeholders without formal authority.

• Systems thinking understands how journeys platforms processes data and operating models interact across the enterprise.

• AI and digital fluency understands how to identify prioritize govern and scale AI-enabled capabilities that improve employee experience productivity and business outcomes.

• Outcome orientation defines success measures knows the numbers and manages products toward adoption value and continuous improvement.

Leveling Note

Positioned as an individual contributor at Professional P6 (Principal) subject to Compensation confirmation. This role is broader than a single product or journey owner and is intended to provide enterprise-level product leadership across multiple HR product domains influence portfolio investment decisions and mature HR product management practices. Distinguished from M5 by the absence of formal people leadership; impact is delivered through enterprise influence thought leadership portfolio strategy and cross-functional product accountability.