Sr. Director, Talent Acquisition

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 tomorrows health today we want to hear from you.

Sr. Director Talent Acquisition

Location: Richmond VA USA - 9954 Mayland Drive

Hybrid - 2-3 times/week in the office

*Note - this is true hybrid position. Relocation is available. Working remote is not available.

We are seeking a versatile highly collaborative and results-oriented Talent Acquisition Leader during an exciting period of organizational transformation. As we stand up our independent HR function in preparation for our separation from McKesson a Fortune 9 Company this new role will serve as a critical leader and founding member of the Talent Organization.

Our TA leader will be responsible for building managing and scaling our global Talent Acquisition (TA) organization. Operating as both a macro-strategist and an executive recruiter you will own the end-to-end strategy to attract source and hire talent across all levels of the enterprise.

To scale rapidly and efficiently our delivery model leverages a Recruitment Process Outsourcing (RPO) partner for mid-level high-volume and professional hires while keeping Executive Recruitment directly in-house. In this role you will lead the strategic selection and management of our RPO partner while personally serving as the in-house Executive Recruiter for senior-level hires (VP and C-Suite).

Key Responsibilities

Enterprise TA Strategy & Architecture

• Strategy: Design implement and continuously improve a scalable forward-thinking global Talent Acquisition strategy aligned with our business goals culture and growth objectives.

• Employer Branding: Partner with internal teams and the RPO to help inform and promote an inspiring employer value proposition and talent brand for the organization prior to and after we go public.

• Workforce Planning: Partner with business leaders and HR Business Partners to forecast hiring needs and proactively build pipelines.

• Inclusion Integration: Embed diversity and inclusion principles into every stage of the talent acquisition lifecycle.

RPO Management & Operations

• RPO Governance: Serve as the primary leader and account manager for our external RPO vendor(s). Establish SLAs KPIs performance scorecards and governance frameworks to hold partners accountable.

• Operational Excellence: Continuously audit and optimize recruiting workflows interview processes candidate experience touchpoints and onboarding transitions across the RPO delivery team.

• TA Technology Stack: Manage and optimize our talent technology suite in partnership with our technology and product teams.

Executive Recruiting (Hands-On Delivery)

• Full-Lifecycle Executive Hiring: Directly lead the end-to-end recruitment process for key leadership and highly confidential roles across all corporate and business functions.

• Executive Advisory: Partner directly hiring executives to understand role requirements and create clear and exciting job descriptions. Deliver a best-in-class executive candidate experience. Partner hiring leader HRBPs and executive compensation to craft compelling compensation/offer packages.

• Executive Network Building: Build and maintain an ongoing active pipeline of executive talent through direct sourcing industry networking and strategic search firm partnerships.

Metrics Analytics & Continuous Improvement

• Data-Driven Insights: Establish a suite of TA analytics (e.g. time-to-fill cost-per-hire quality-of-hire offer acceptance rate vendor ROI) to inform business decisions and measure effectiveness.

• Executive Reporting: Provide regular data dashboards and strategic recruitment updates to executive leadership and the Board of Directors/HR Committee as required.

Team Leadership

• Manage a small in-house team that could grow as the organization grows.

Core Competencies & Capabilities

• Strategic Vision & Hands-On Execution: Ability to seamlessly flex between high-level organizational strategy and roll-up-your-sleeves execution

• Executive Presence & Influence: Exceptional communication skills with a proven capability to build instant credibility advise and influence executives.

• Vendor Management Mastery: Strong commercial acumen contract negotiation skills and vendor management rigor to ensure high ROI from RPO partners.

• Results-Oriented & Action-Biased: A proven track record of driving projects to successful completion with a persistent steadfast focus on achieving long-term objectives despite obstacles

• Resourceful Problem Solver: Naturally curious and eager to explore new ideas challenge the status quo and thrive within ambiguous environments.

• Agility & Change Leadership: High comfort with ambiguity building processes from scratch and leading teams through change during corporate evolution.

Required Qualifications

• Education: BS/BA

• Experience: 13 years of progressive full-lifecycle talent acquisition experience including at least 5 years in a senior leadership/director-level role.

• Proven Executive Recruiting: Track record of personally managing and closing senior executive (VP and C-Suite) searches.

• Vendor & RPO Expertise: Demonstrated experience selecting implementing managing and scaling an RPO vendor model within a mid-to-large organization.

About MMS

McKesson Medical-Surgical (MMS) which is expected to become Wellverse in early 2027 is a subsidiary and publicly reported segment of the McKesson Corporation. MMS distributes medical-surgical supplies pharmaceuticals diagnostic equipment and supplies along with other solutions and services to virtually every type of healthcare setting and provider outside of the traditional hospital. These markets often referred to as Alternate Care or Non-Acute Care include physician offices surgery centers long-term care providers laboratories home health and hospice agencies health systems government facilities and online marketplaces and retailers.

Alternate Care markets are growing rapidly and MMS is proud to be a leader in this space. With a team of approximately 8000 employees a network of 15 distribution centers and approximately 900 delivery vehicles we collaborate with more than 2200 leading manufacturers and serve over 200000 customer accounts across the U.S. Our catalog includes more than 270000 SKUs of branded and private-label medical-surgical products from bandages to specialty pharmaceuticals and COVID-19 tests.

Position level - M5

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

McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKessons (or affiliated entities like CoverMyMeds or RxCrossroads) name in fraudulent emails job postings or social media light of these scams please bear the following in mind:

McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application.

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McKesson is an Equal Opportunity Employer

McKesson provides equal employment opportunities to applicants and employees without regard to race color religion sex sexual orientation gender identity national origin protected veteran status disability age genetic information or any other legally protected category. For additional information on McKessons full Equal Employment Opportunity policies visit our Equal Employment Opportunity page.

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