Job Details

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Role Overview

The Director, HR Strategy & Enablement is accountable for the design, integration, and execution of Texas Oncology’s workforce and people strategies across the organization. This role ensures alignment of workforce planning, talent acquisition, engagement, and organizational effectiveness efforts to business priorities.

This leader provides strategic oversight and enablement for HR Business Partners and Talent Acquisition, while owning workforce planning for Texas Oncology. This includes ensuring the organization has the right workforce strategy, capacity planning, and talent alignment to meet evolving clinical and operational needs. In close partnership with the Talent Management Centre of Excellence (COE), this role ensures enterprise talent strategies—including talent review, succession planning, and development frameworks—are aligned to Texas Oncology’s business needs and effectively operationalized through the HRBP organization.

This role leads a multi-layered HR organization and serves as a key connector between the business, Centers of Excellence, and US Oncology Network (USON) HR. The Director partners closely with network counterparts to advance Texas Oncology priorities while aligning to broader enterprise strategies, balancing local practice needs with network direction.

Key Responsibilities

HR Strategy & Business Partnership

• Lead the development and execution of Texas Oncology’s HR and workforce strategy aligned to clinical, operational, and financial priorities
• Serve as a strategic advisor to senior leaders on workforce planning and organizational effectiveness
• Translate workforce data and people insights into actionable recommendations that drive business outcomes
• Establish governance, decision rights, and prioritization across HR strategy initiatives
• Partner with the Associate Director, HRBP and Compensation Consultant to translate enterprise compensation strategy into practical, business-aligned solutions, ensuring effective implementation within Texas Oncology
• Partner with the Talent Management COE to ensure enterprise talent strategies reflect Texas Oncology business needs
• Partner with US Oncology Network (USON) HR leaders to align Texas Oncology priorities with network strategy while effectively navigating enterprise direction

Talent Strategy Alignment & Enablement

• Partner with the Talent Management COE to operationalize enterprise-led talent review, succession planning, and development strategies within Texas Oncology
• Ensure HR Business Partners are equipped to effectively execute talent frameworks, processes, and programs
• Provide business insights and feedback to the Director of Talent Management to inform enterprise strategy and continuous improvement
• Act as the voice of Texas Oncology leadership, representing evolving development needs, workforce trends, and capability gaps
• Ensure alignment between enterprise talent priorities and the practical needs of a physician-led, operationally complex environment

Program Leadership, Enablement & Operating Model Integration

• Lead enterprise HR initiatives and transformation efforts supporting Texas Oncology’s growth and operational effectiveness
• Partner closely with US Oncology Network (USON) HR and enterprise leaders to align to network priorities, strategies, and operating models
• Effectively navigate shared goals, trade-offs, and dependencies to advance Texas Oncology work while aligning to enterprise direction
• Act as a key liaison between Texas Oncology and Network HR, influencing prioritization and implementation of enterprise initiatives
• Translate enterprise priorities into practical, scalable solutions tailored to Texas Oncology
• Apply disciplined program management to ensure effective sequencing and execution across a multi-site environment

Integrated Workforce & Talent Execution

• Drive integration across workforce planning, hiring, engagement, and retention to ensure a seamless experience for leaders and employees
• Ensure consistent execution of people strategies across regions through the HRBP organization
• Define success metrics and monitor outcomes to ensure strategies deliver measurable business impact
• Bring enterprise talent strategies to life within the business
• Ensure effective execution of compensation programs (e.g., annual compensation review, incentives, and market adjustments) through the HRBP organization, aligned to enterprise guidelines

People Leadership & Capability Building

• Lead and develop a multi-layered HR leadership team, including the Associate Director, HR Business Partners and Associate Director, Talent Acquisition
• Provide strategic direction to the HRBP organization, ensuring effective delivery of workforce and talent strategies within the business
• Oversee Talent Acquisition leadership to ensure hiring strategies and execution align with workforce planning needs
• Ensure strong partnership between HRBPs and Centers of Excellence, with clear accountability for execution within the business
• Build leadership capability across HR functions, fostering a high-accountability, strategy-led operating model
• Drive alignment, role clarity, and collaboration across HRBP, Talent Acquisition, and COE teams

Qualifications (Summary)

Education & Credentials

• Bachelor’s degree required; Human Resources, Business Administration, Organizational Development, or a related field, or equivalent experience.
• SPHR or SHRM‑SCP strongly preferred

Experience

• 10+ years of progressive HR experience; 5+ years of leadership experience, including leading leaders
• Senior HR leadership experience with demonstrated success in workforce planning, HR strategy, and organizational effectiveness
• Proven ability to lead complex, cross-functional initiatives within a matrixed, enterprise environment with strong execution discipline
• Demonstrated success aligning business needs with enterprise HR strategies and navigating competing priorities
• Strong executive presence with the ability to influence senior leaders and drive decision-making
• Experience building and developing high-performing HR teams, including HRBP and/or Talent Acquisition functions
• Experience supporting physician-led and/or healthcare organizations strongly preferred

Core Capabilities

• Enterprise HR strategy and workforce planning
• Leadership of multi-layered HR teams (leaders of leaders)
• Executive influence and stakeholder alignment in a matrixed environment
• Workforce planning, organizational design, and organizational effectiveness
• Ability to translate enterprise strategies into business-aligned solutions
• Change leadership and large-scale transformation
• Strong business and financial acumen
• Cross-functional program leadership and execution discipline
• Effective partnership with Centers of Excellence to drive business outcomes

Travel: Up to 25%

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 click here.

Our Base Pay Range for this position

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