Talent Assessment Lead

RolePurpose
The Talent Assessment Leadestablishesand leads McKessons enterprise Talent & Performance assessment strategy. This role definesthe enterprise-wide assessment architecture curates a library of futureready tools and integrates leadership intelligence into talent systems and decision-making.As the enterprise steward of assessment rigor quality and consistency this roleensures McKesson uses the right assessment at the right timeadvancing leadership readiness strengthening the pipeline and informing highstakes talent decisions.

Partnering closely with HRBPs Enterprise Learning People Analytics Talent Acquisition and Program Activation this role turns strategy into scalable insightrich solutions across the enterprise.

KeyResponsibilities

• Build and govern McKessons enterprise assessment architecture by designing futureready tools standards and governance aligned to leadership expectations and capability models and stewarding bestinclass scientifically rigorous assessment practices across all programs.

• Lead research validation and innovation efforts by benchmarking external practices conducting impact and validation studies testing emerging methodologies (e.g.micro assessmentsAI scoredsimulations behavioral analytics) and ensuring all tools are predictiveequitable and aligned tofuture readycapabilities.

• Modernize and expand the assessment toolkit by selecting building and integrating leadership team executive hiring 360 Hogan and emerging digital/AI enabledassessment methodologiesandmaintainingan enterprise assessment library integrated withLEADRx.

• Generate leadership intelligence and enablehigh stakestalent decisions by applying assessment data to produce readiness signals insights and cleardata drivenrecommendations for talent actions development pathways assimilation and team effectiveness.

KeyPartnerships

• Reports to:Vice President Talent & Performance

• Talent & Performance:Strategicpartnership tocoordinate strategies that may fall under Performance & Succession and Culture & Engagement.

• Program Activation:Translate strategy into materials tools and enterprise execution.

• Enterprise Learning:Hand-off strategy modelsand frameworks forbuildand deployment.Delivery partner for Team Effectivenessand developmentfollow-through.

• HR Business Partners:Executive assimilation readiness conversations and interpretation of assessment insights.

• People Analytics(E3):Dashboards predictive analytics leadership intelligence and data modeling.

• Talent Acquisition:Executive hiring assessments and integration into selection processes.

• Digital Enablement(E3):Tools integrationsassessment ofplatform enhancements automation and AI-enabled insights.

• External Vendors & Service Providers:Coordinate delivery of program-related tools and platforms; manage enhancements and support for digital solutions.

Ideal Candidate Profile

• Enterprise assessment strategistwith proven experience building leadership team and executive hiring assessment strategies; deepexpertisein assessment science (Hogan 360s psychometrics readiness models); and the ability to design scalable futurefocused tools and frameworks.

• Insightdrivenresearch mindedexpertskilled at translating complex assessment data trends and signals into actionable leadership intelligence predictive insights and clear recommendations forhighstakes talent readiness and risk decisions.

• Digitally fluent innovatorwith experienceleveraginganalytics platforms dashboards and AIenabledtools; comfortable experimenting with new methodologies (e.g.AIscored simulations behavioral analytics) and modernizing assessment practices within structured enterprise systems.

• Collaborative highjudgmentadvisorwho partners effectively across HRBPs COEs Talent Acquisition Enterprise Learning and senior leadersoperatingwith agility stewardship and discretion while balancinglong-termstrategy withnear-term execution needs.

Basic Requirements (Minimum Qualifications)

• 13 years of experience in Talent Assessment Organizational Psychology Leadership Development or related fields with direct accountability for enterpriselevel assessment programs.

• Demonstratedexpertisein assessment science including leadership assessments 360 feedback team effectiveness tools behavioral assessments and executive hiring assessments (e.g. Hogan OPQ cognitive/behavioral tools).

• Experience designing or governing enterprise assessment architectures including standards selection criteria calibration norms and governance models.

• Strong analytical and interpretation skills with the ability to convert assessment data into actionable insights readiness signals talent risks and enterpriselevel intelligence.

• Proven ability to partner with senior leaders HRBPs Talent Acquisition and COEs to influence highstakes talent decisions.

• Digital fluency including experience with assessment platforms HRIS/Workday integrations dashboards or analytic tools used to generate leadership insights.

• Strong communicationskills capable of producing clear simple insights and recommendations for executive audiences.

Preferred Requirements

• Advanced degree in I/OPsychology Organizational Behavior or related field.

• Experience conducting or applying research including validation studies assessment model updates benchmarking or psychometric refinement.

• Familiarity with AIenabled assessment technologies predictive analytics or machinelearning models that enhance readiness insights and talent identification.

• Expertisein capability modeling including mapping assessments to enterprise capability frameworks success profiles and leadership behaviors (e.g.LEADRx).

• Background in executive assimilation including building models that integrate assessment data into onboarding or integration pathways.

• Experience evaluating external vendors assessment providers or digital tools including selection implementation and lifecycle governance.

• Ability to design experiments or pilots to test assessment tools readiness models or team effectiveness approaches in controlled environments.