Director, HRBP, Enterprise Finance

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About the Role
The Director HR Business Partner supports Enterprise Finance as a strategic advisor to senior leaders translating business priorities into clear talent workforce and organization strategies. This role is an individual contributor reporting to the VP HR Enterprise Finance and serves as a trusted partner to Enterprise Finance leaders on talent organization effectiveness leadership development workforce planning and change initiatives.
The Director HR Business Partner is expected to partner with HR Centers of Expertise (COEs) HR Enablement Specialists HR Shared Services Enterprise Finance leadership and other key stakeholders to deliver consistent scalable and data-informed people solutions that support business objectives. The role applies strong business acumen workforce insights and HR expertise to drive organizational effectiveness strengthen leadership capability and improve business outcomes while reinforcing McKessons LEADRx behaviors and I2CARE values.

Key Responsibilities
The key responsibilities for this role are organized around the four core capabilities for a McKesson HRBP:

Strategic Advisor & Business Acumen

• Serve as a trusted advisor to Enterprise Finance leaders translating business priorities into talentworkforce organization and change strategies.

• Coach senior leaders on organization effectiveness team performance leadership communication andtalent decisions.

• Assess business needs and provide recommendations that balance talent organization and businessoutcomes.

• Partner with COEs HR Enablement Specialists and HR Shared Services to deliver consistent compliantand scalable HR solutions.

Enterprise Transformation Leadership

• Lead organization design initiatives including structure role clarity workforce planning and capabilityrequirements.

• Partner with leaders to develop and implement future-state organization models that support businessobjectives.

• Guide leaders through transformation and organizational change addressing adoption risks andimplementation challenges.

• Advance digital-first and AI-enabled ways of working that improve organization effectiveness and workforceproductivity.

Talent Strategy & Executive Development

• Drive talent strategies that strengthen leadership capability succession health bench strength and team effectiveness.

• Facilitate talent planning succession performance management compensation EOS and developmentprocesses across Enterprise Finance.

• Assess senior and executive-level talent identifying development opportunities readiness gaps andsuccession risks.

• Partner with leaders and COEs on leadership development market-aligned compensation role design andcapability frameworks.

Data & Analytics Translation

• Use workforce and talent data to identify trends diagnose issues and develop actionablerecommendations.

• Translate people data into clear business insights that inform talent workforce and organization decisions.

• Measure the impact of talent and organization initiatives using defined outcomes and success metrics.

• Use Workday and other human capital management (HCM) systems to support workforce planningscenario modeling and restructuring analyses including RIF modeling and risk assessments.

Basic Requirements

• Bachelors degree in Human Resources Business or related field or equivalent experience.

• 10 years of progressive experience with enterprise strategic initiatives talent enablement/readiness organization effectiveness or HR business partner experience.

• Demonstrated ability to advise senior leaders and translate business priorities into talent workforce organization design succession and change strategies.

• Experience using workforce engagement performance and talent data to develop insights recommendations and measurable outcomes.

• Proven experience in organization design workforce planning change leadership and core HR processes including performance compensation and employee listening programs.

• Strong consulting stakeholder management communication analytical coaching and prioritization skills in complex matrixed organizations.

• Experience working within an HR operating model and partnering effectively with COEs HR Shared Services business leaders and HR Enablement Specialists.

• Comfort leveraging digital tools AI-enabled practices and human capital management (HCM) systems to improve HR effectiveness and business outcomes.

Preferred Qualifications

• Experience supporting VP- and SVP-level leaders through transformation organizational change or M&A activity in a large matrixed organization.

• Experience in executive talent assessment succession planning bench-strength analysis team effectiveness senior leader development and enterprise-level strategic initiatives.

• Strong skills in workforce analytics scenario modeling program delivery and executive communication.

• Experience partnering with Finance leaders on workforce planning organization effectiveness and people-cost management.

• Experience using Workday or similar human capital management (HCM) platforms to support talent and workforce programs.

We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors including performance experience and skills equity regular job market evaluations and geographical markets. The pay range shown below is aligned with McKessons pay philosophy and pay will always be compliant with any applicable regulations. In addition to base pay other compensation such as an annual bonus or long-term incentive opportunities may be offered. For more information regarding benefits at McKesson pleaseclick here.

Our Base Pay Range for this position

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