• Lead the portfolio of HR strategic priorities, HR transformation and critical projects, intersections, and interdependencies; ensure the right discussions and decision timing.
• Provide oversight of program/portfolio budgets, resource planning, and financial performance, ensuring alignment to strategic priorities
• Oversee the work of program, product, and project managers driving key HR initiatives and partner closely with initiative leads and sponsors to deliver strong outcomes.
• Shape and foster a compelling HR vision in collaboration with the HR Leadership Team and key stakeholders. Partner with Corporate Communications to craft messaging strategies that align to organizational goals and values.
• Develop and execute HR strategies in collaboration with the HR Leadership Team that align with the organization’s overall goals and objectives.
• Establish and sustain a collaborative HR governance model and practices across Business Units and COE teams in support of the HR strategy, including the processes and protocols needed to enable the model.
• Drive a culture of innovation and digital capability within HR by identifying opportunities to enhance operational efficiency, streamline processes, and leverage technology.
• Lead effective facilitation of enterprise-level strategic planning, budget process and design-thinking sessions with the HR Leadership Team and key stakeholders to align priorities, accelerate problem-solving, and co-create scalable HR solutions.
• Lead program management activities, including the continued evolution of HR PMO capabilities, and ensure change management and communications are integrated into overall program delivery.
• Provide people leadership to a team of program and project management professionals by setting direction, coaching performance, building capability, and aligning resources to strategic priorities.

Key Partnerships

• Vice President, Strategy & Governance: Partner closely on strategic priorities, governance, portfolio planning, and overall execution of the HR operating agenda.
• HR Business Partners: Partner to align governance, priorities, and program execution with business needs and enterprise HR objectives.
• Centers of Excellence: Coordinate priorities, inputs, and deliverables across HR programs and governance activities to support aligned execution.
• HR PMO / Transformation Teams: Align on program plans, milestones, dependencies, reporting, and change activity across strategic initiatives.
• HR Leadership Team: Support leadership forums, strategic planning, and decision-making through strong governance, insight development, and execution support.
• HR Technology / Data & Analytics Teams: Partner to leverage data, tools, and insights that strengthen reporting, governance, and strategic decision-making.

Ideal Candidate Profile

The ideal candidate is a strategic and collaborative HR leader with the ability to connect business priorities, enterprise strategy, and HR execution. They bring strong program and portfolio management experience, sound judgment, and the ability to operate effectively in a fast-paced and ambiguous environment. This leader is skilled at building relationships, influencing across functions, and driving alignment without relying on formal authority. They are also an experienced people leader who can coach and develop a high-performing team, foster accountability, and ensure strong execution across complex strategic and operational priorities. The candidate combines change leadership, business and financial acumen, and a forward-looking mindset to advance innovation, governance, and long-term HR impact.

Basic requirement

• 12+ years of relevant HR experience in a related field.
• Bachelor’s degree required.
• Business Mindset: Able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance.
• Change Management: Demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition.
• Autonomous: Able to work effectively in a rapidly changing and ambiguous environment.
• Influence: Demonstrated ability to leverage strong communication skills to influence and hold others accountable without formal positional power or authority.
• Program Management: Demonstrated experience in driving large-scale programs, including building and tracking project plans, status reports, and mitigating business risk by highlighting critical issues to program leadership early.
• Strategic and Business Orientation: Understands McKesson enterprise strategy and how HR supports it, including growth initiatives and external HR trends.
• People Leadership: Proven experience leading, coaching, and developing high-performing teams while driving accountability, capability building, and results.

Preferred Qualifications

• Experience operating within a global, highly complex, and regulated organization (e.g., healthcare, pharma).
• Demonstrated experience supporting executive leadership (CHRO, HRLT) and enterprise governance forums.
• Strong knowledge of modern HR operating models, including service delivery transformation and product-based ways of working.
• Experience establishing or leading a PMO function, including governance, portfolio prioritization, and reporting standards.
• Proven ability to leverage digital solutions, data, and AI to drive HR efficiency and decision-making.
• Experience leading enterprise-wide change adoption efforts with measurable business outcomes.
• Certification in program/project management (PMP, PgMP) or change management (Prosci).
• Collaborative and Inclusive: Demonstrated ability to engage others, establish strong relationships, and build and maintain effective partnerships with a wide variety of people and leaders in HR and across the business.
• Visioning, Innovation, and Strategic Thinking: Understands what is happening in the industry and market to define how to advise the business on adopting sustainable change; raises the bar and pushes for new and innovative solutions, challenging others to translate creative ideas into concrete action plans.
• Consulting Skills: Able to tailor communication style to work well with stakeholders at all levels in the organization; effective at influencing, facilitating, and problem-solving; able to focus on people and interactions, not just processes and tools.
• Financial Acumen: Proven responsibility for strategic financial planning as well as tactical budget management.

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 McKesson's 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, please

Our Base Pay Range for this position

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