HR AI Process Engineer

Position Summary

McKesson HR is standing up a new capability to help HR move manual fragmented processes to scalable AI-enabled workflows. The HR AI Process Engineer identifies designs deploys and continuously improves HR processes using automation and agent-based tools to drive efficiency and consistency while enabling a simple employee experience.

This role focuses on translating real HR work into practical deployable solutions that become a reliable repeatable part of how HR operates. It is the readiness half of a two-person model: the Process Engineer finds the opportunity and gets the process build-ready working hand in hand with another role the People AI Solutions Designer who builds the solution.

Key Responsibilities

Identify & Prioritize Opportunities (20%)

• Assess HR processes and workflows to identify high-volume repetitive work that is ideal for automation.

• Partner with HR process owners to understand and document how work actually gets completed today.

• Prioritize opportunities based on business impact technical cost and feasibility and employee experience impact.

Design & Simplify Workflows for Automation (20%)

• Redesign processes to remove duplication unnecessary steps or approvals and inconsistent intake.

• Define clear inputs outputs decision points and ownership so work is decision-ready.

• Structure workflows specifically for agent and automation enablement not simply automating existing complexity.

Deploy AI & Automation Solutions (20%)

• Direct the launch of agent-based workflows using core platforms.

• Partner with process owners and technology teams to implement solutions.

• Pilot and iterate solutions based on real usage and performance.

Operationalize Govern & Scale (20%)

• Establish standards for deployment monitoring and continuous improvement.

• Define when work is handled by an agent versus a human.

• Ensure workflows are governed and maintained as part of normal operations.

Measure Impact & Drive Adoption (20%)

• Track outcomes such as capacity created cycle-time improvement and experience.

• Demonstrate measurable value to HR and the business.

• Drive adoption through partnership and clear communication.

What Success Looks Like

• High-volume HR workflows are simplified and consistently executed.

• Priority workflows are deployed as agent-enabled solutions within the first six months.

• Manual effort is reduced and capacity is redirected to higher-value work across the HR function.

• Adoption of AI-enabled workflows increases across HR.

• A repeatable model for automation and agent deployment is established.

Minimum Job Qualifications

Education / Training

• Bachelors degree or equivalent experience in HR business industrial engineering information systems or a related field.

• Process-improvement credential (e.g. Lean / Six Sigma) or design-thinking certification preferred.

Business Experience

• Typically 10 years of relevant experience in HR operations process design HR technology or service delivery consistent with a P5 (Lead) individual contributor.

• Demonstrated record of taking work from idea to deployed measurable workflow.

Specialized Knowledge & Skills

• HR & process expertise strong understanding of HR processes and where they break down and judgment for where AI and automation are appropriate.

• Systems & workflow thinking ability to design processes across systems teams and handoffs and define them at the level automation requires.

• Technical fluency working knowledge of workflow tools APIs and agent-based solutions; able to partner with technical teams (and the Solutions Designer) without building solutions directly.

• Execution & ownership drives outcomes from idea to deployed workflow with strong ownership of quality adoption and measurable impact.