Détails du poste

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 tomorrow’s health today, we want to hear from you.

Director, HRBP

The Role

As a member of the PSaS Human Resources Team, the Director HR Business Partner is responsible for supporting and driving the PSaS strategy through practical talent solutions. The position serves as an advocate and consultant to management on human resource-related issues. The successful Director HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs and communicates needs proactively within the HR function and to business leadership teams.  The position forges partnerships across the HR function to deliver value-added service to PSaS leaders and employees that support the accomplishment of the business objectives of the organization.  

The HR Business Partner will know the business well and have a clear point of view on talent strategies and key partnerships within the enterprise needed to enable business results. They will deeply understand the businesses goals and priorities and influence key talent decisions through trust and credibility with the Sr. Leadership Team and HR colleagues. 

Key Responsibilities

The Director, HRBP consults with leaders to provide customized and practical HR solutions to challenges across a range of HR functions including organization design and effectiveness, talent management (workforce planning, development, retention, assessment, career architecting and succession), engagement and culture, diversity, and compensation.  

Strategic HR Leadership: 

• Support and implement HR strategies aligned with the organization's goals and objectives. 

• Partner with senior executives and business leaders to provide strategic HR guidance and support. 

• Drive organizational effectiveness by identifying opportunities for HR interventions and solutions. 

HR Business Partnering: 

• Serve as a trusted advisor and partner to senior leaders, understanding their business needs and providing HR insights and solutions. 

• Collaborate with business leaders to develop and execute workforce plans, including talent acquisition, succession planning, and retention strategies. 

• Provide guidance, partner, and support execution on organizational design, change management, and cultural transformation initiatives. 

Organizational Development, Culture, and Change Management: 

• Support and help implement organizational development initiatives, such as workforce planning, organizational design, and restructuring efforts. 

• Drive change management strategies to facilitate smooth transitions during organizational changes or business transformations. 

• Lead culture change through assessing, developing, launching, and reinforcing culture behaviors and initiatives

Performance Management: 

• Advise and coach managers on performance management practices, including goal-setting, feedback, development planning, and facilitate calibration sessions, as needed. 

• Offer program recommendations to enhance employee engagement, morale, and overall performance. 

Talent Acquisition and Management: 

• Partner with Executive/Sr. Leader hiring managers and the talent acquisition team to ensure effective recruitment strategies, sourcing methods, and candidate selection processes. 

• Drive talent management initiatives, including performance calibration, talent reviews, and succession planning. 

• Partner with Talent Partner/TMD to implement programs to attract, develop, and retain top talent, fostering a high-performance culture. 

HR Analytics and Metrics: 

• Utilize HR analytics and data-driven insights to assess HR effectiveness and drive data-informed decision-making. 

• Develop and monitor key HR metrics and dashboards to track HR initiatives, identify trends, and make strategic recommendations. 

• Conduct data analysis to identify patterns, trends, and opportunities for improvement in HR processes and practices. 

Qualifications

Minimum Requirements 

• Minimum of 10 years of experience working within a matrixed, high-growth organization 

• 10+ years of experience in Human Resources and/or Talent Management 

• Demonstrated experience in HR Business Partnering, strategic HR planning, and driving HR initiatives across an organization 

• Experience working in multiple areas within the HR Function is an added advantage

• Experience working in a healthcare setting preferred. 

Critical Skills

• Strategic Mindset: Ability to navigate within high ambiguity and strategic work, demonstrate behaviors to effectively translate strategic priorities and intent into practical talent solutions. 

• Collaboration and Influence: Ability to navigate and drive impactful results in a matrix organizational structure. 

• Relationship Building: Ability to partner with and influence colleagues in the HR Centers of Excellence (Talent Management & Development, Employee Relations, Total Rewards, DEI)

• Build Trust: Quickly build credibility and create accountability with different stakeholders across the enterprise (Executive Leadership team members, BU/FX senior leaders). 

• Coaching: Excellent interpersonal and coaching skills, ability to assess needs, collaborate, and identify best approach and partners to deliver practical solutions that drive talent results. 

• Communication: Well-developed verbal and written communication skills. 

• Executive presence: intentionally seeks to ‘know their audience’ and demonstrate ability to navigate environments and situations effectively 

• Strong analytical and problem-solving skills: Ability to accurately distill complex information and communicate the information in a concise and understandable manner. 

• Highly experienced at handling sensitive issues and situations 

Key Capabilities

• Change Agent: Plays a critical role in driving and enabling organizational transformation and change (restructure, M&A, shaping organizational development efforts and culture shifts) 

• Employee Champion: Puts employee’s first, maintains high focus on the employee experience and ensures the organization continues to place time and investment in delivering against a quality and positive place for employees to development and contribute their best 

• Business Mindset: Partners closely with leaders to ensure the company goals and objectives are achieved through the workforce. Demonstrates deep understanding of the business, industry, and market dynamics and how to design/implement People/Talent solutions that deliver expected results 

Education 

Required:

• 4-year degree in human resources, business or related field or equivalent experience, master’s degree preferred.  

Physical Requirements 

• General Office Demands 

Location

Irving, Texas

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. 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 click here.

Our Base Pay Range for this position

McKesson is an Equal Opportunity Employer

McKesson provides equal employment opportunities to applicants and employees and is committed to a diverse and inclusive environment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age or genetic information. For additional information on McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page.

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