Director HR Business Partner - McKesson Technology

As a forward-looking business partner supporting McKesson Technology, serve as a strategic partner to executive leadership.

Develop and deliver integrated and inclusive HR Services such as : People Strategy Development, Organization Design, Talent Management, Change & Transition Management and alignment to Functional HR.

ESSENTIAL DUTIES

Design strategies to increase organization performance and collaborate with HR functional partners to execute human resources strategies to enable business objectives and support future business growth.

Facilitate and implement organization and leadership development efforts in partnership with executive management. Provide expertise in the areas of leadership and executive team development, organization effectiveness, and building leadership capability.

Provide strategic HR leadership and consultation to create innovative people programs. Anticipate and assess emerging business, organization or people / cultural trends.

Identify and implement the appropriate People / Inclusion solutions.

Deliver HR services to executive leadership resulting in a seamless point of contact to the broader HR organization and ensuring successful integration of functional partner initiatives and expertise.

Execute the Talent Management process to identify current and forecasted talent needs and, in partnership with other business partners, develop action plans to mitigate associated risk and improve confidence in future successor readiness to enable business objectives.

Oversees the implementation of Enterprise-wide people initiatives for McKesson Technology. These initiatives include, but are not limited to : Succession planning, Diversity Equity & Inclusion initiatives, leadership development, performance management, compensation programs, and organizational design and restructuring.

Sponsors and champions cultural and change initiatives. Provides facilitation and change management consultation to senior leadership teams within the business unit(s).

May be responsible for the oversight of any analysis regarding acquisitions, mergers, and integrations.

JOB SPECIFIC COMPETENCIES

Managing Transitions : Proactively and Artfully influences stakeholders. Recognizes the need and sponsors change within the organization.

Listens and can understand stakeholder concerns. Is able to surface obstacles and resistance of the change. Mitigates and resolves roadblocks.

Is able to talk with someone as they work through change, appreciating the importance of the why behind change and moving people forward.

Thinks holistically beyond a single point solution.

Strategic Planning : Develop and aligns actions to the strategic priorities of the organization. Leverages foresight and derives insight to create meaningful action.

Is able to obtain relevant data, research, and best practices. Uses evidence-based research to provide guidance to managers in the organization.

Trusted Advisor : Understands the priorities of the business and looks for a ways to support the needs of the business. Develops relationship throughout all levels of the organization and leverages them to influence.

Is a trusted partner at the table. Has the ability to connect with people at all levels in the organization Resonance. Coaches and develops managers, especially new / entry-level managers.

Talent Management : Supports managers in building an engaged, optimized workforce. Understands which roles and people are most critical to the success of an organization and ensures there is focused attention, selection and support.

Know - the people in the organization, especially top talent. Grow - the talent. Flow expose top talent to strategic / critical roles.

Valuing Diversity : Inclusiveness actively involving others, welcoming diverse points of view, encouraging ownership in mission, and empowering initiative.

Interactivity promoting an interpersonal style of dialog and timely exchange of information and questions to coordinate action.

Intentionality clarifying direction and keeping actions aligned and on track, all without stifling dissent or neglecting needs to adjust course.

BASIC QUALIFICATIONS

Bachelor’s Degree in Human Resources, Business Management or related field. Master’s Degree preferred.

12+ years of experience in human resources, organization development, related talent planning field with experience supporting Technology / IT.

Demonstrated strong integration and strategic planning skills with proven ability to link HR Strategy to business goals

Authentic thought partner with confidence and courage to push boundaries in a changing environment

Able to provide creative solutions and unique approaches to HR / business challenges

Proven executive coaching and change management experience

Demonstrated experience with strategic culture and employee engagement initiatives

Capable of working collaboratively across a large, matrixed global organization with multiple constituents

Proven knowledge of HR industry practices

Demonstrated strong written and verbal communication skills

Demonstrated strong facilitation and presentation skills

Demonstrated problem solving and decision making skills

Demonstrated ability to influence and partner within a diverse organization to help drive business results

Proven ability to manage conflict and the courage to challenge organizational thinking

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

Our Base Pay Range for this position

$126,000 - $210,000