Job Details

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.

About the Role

The Sr. Director, NAPS HR Enablement provides leadership and oversight of the HR Enablement Specialist capability, with direct accountability for a team of HR Enablement Specialists. This outcome focused leader delivers digitally forward, consistent, high-quality execution of HR programs, workforce initiatives, and transformation efforts across the NAPS HR Business Partner portfolio, while aligning delivery to McKesson’s HR operating model and enterprise standards.

This role operates as a people leader with results achieved primarily through the leadership, development, and deployment of others. The Sr. Director is responsible for understanding the problem to be solved/opportunity to be realized and sets vision, mobilizes resources, and establishes operating norms to achieve results. This leader remains customer experience focused, ensures scalability and sustainability of solutions, and partners closely with HRBP leadership, HR Shared Services, and COEs to strengthen enterprise execution, insight generation, and adoption of HR products and processes.

Key Responsibilities

Enterprise Enablement Strategy & Direction

• Set and operationalize the enterprise strategy for HR Enablement, translating HRBP priorities and enterprise HR objectives into clear delivery standards, capability expectations, and operating rhythms.
• Define what “good” looks like for HR Enablement execution across cyclical processes (e.g., Performance & Development, compensation, talent reviews, workforce planning), transformations, and business-specific initiatives.
• Ensure HR Enablement work reinforces enterprise consistency while allowing for limited, intentional adaptation based on business context.

People Leadership & Capability Management

• Directly lead and develop a team of HR Enablement Specialists, including talent selection, onboarding, coaching, performance management, and career development.
• Build a strong bench of enablement talent by reinforcing role clarity, workload prioritization, and skill progression aligned to the Career Framework.
• Establish coverage and deployment models to ensure continuity, risk mitigation, and capacity management across HRBP portfolios.

Operational Excellence & Governance

• Own the enablement operating model, including intake, prioritization, ways of working, escalation paths, and handoffs across HRBPs, HRSS, and COEs.
• Ensure disciplined execution of work transitions within the enablement team to protect continuity, reduce risk, and support organizational changes.
• Monitor delivery quality, timeliness, and effectiveness; intervene when execution gaps, role drift, or duplication emerge.

Enterprise Partnership & Influence

• Partner closely with VP and SVP HR Business Partners to anticipate needs, shape enablement support, and ensure alignment to business priorities.
• Serve as a key connector across HRSS, COEs, HR Technology, and Analytics teams to reinforce integrated delivery and reduce friction.
• Influence senior HR leaders by providing clear insights on workforce trends, execution risks, and enablement capacity trade-offs.

Data, Insights & Digital Enablement

• Oversee the use of HR data, analytics, and reporting to ensure enablement teams move beyond data packaging to insight-driven recommendations.
• Promote disciplined use of HRIS (Workday) and emerging AI-enabled tools to improve scalability, decision quality, and efficiency.
• Use enterprise patterns and insights to inform improvements to HR programs, tools, and employee/manager experience.

Change, Transformation & Risk Management

• Provide leadership oversight for enablement support of HR transformations, restructures, operating model changes, and M&A activity.
• Ensure enablement teams anticipate interdependencies, protect critical cycles, and surface risks early to HRBP and enterprise stakeholders.
• Reinforce consistent change practices and product adoption approaches across portfolios.

Scope & Impact

• Provides leadership and direction across the HR Enablement function, overseeing delivery and execution across multiple HRBP portfolios, business units, and enterprise HR workstreams.
• Accountable for enterprise consistency, execution quality, and operational effectiveness of the HR Enablement capability, including team deployment, capacity management, and coverage across complex, matrixed client groups.
• Establishes operating standards and norms that govern how enablement work is prioritized, assigned, and delivered in partnership with HRBP leadership, HR Shared Services, and COEs.
• Decisions impact the effectiveness of HR delivery, talent processes, leader experience, and HR's credibility with senior business leaders.

Basic Requirements

• Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
• Typically 13+ years of progressive HR experience, including significant people leadership experience in complex, matrixed environments.
• Deep understanding of HR operating models, HRBP execution, shared services, and COE integration.
• Proven experience leading teams through transformation, ambiguity, and enterprise change.

Preferred Qualifications

• Experience building and scaling enablement, operations, or program delivery teams.
• Strong data literacy, including oversight of Workday reporting, dashboards, and workforce analytics.
• Experience leveraging digital and AI-enabled HR tools to improve execution and insight generation.
• Professional HR certification (e.g., SHRM-SCP, SPHR).

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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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 McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page.

McKesson is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including job seekers with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to (United States) Disability_Accommodation@McKesson.com or (Canada) Accessibility@mckesson.ca. Resumes or CVs submitted to this email box will not be accepted.

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