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.

The Senior Director, Change Management leads the change management function supporting business modernization across McKesson’s pharmaceutical distribution and related operations. This leader is accountable for change strategy, delivery quality, and measurable adoption outcomes across a portfolio of transformation initiatives affecting distribution centers, customer-facing teams, business support functions, and corporate partners.

Reporting to the Vice President, Business Modernization Office, this role directly leads Directors and delivers results through their teams of change management professionals. The Senior Director sets functional direction, establishes clear portfolio accountabilities, allocates resources across competing priorities, and holds leaders accountable for organizational readiness, adoption, and sustained results. As a trusted advisor to senior business and functional leaders, this role translates strategic priorities into coordinated change plans that help employees and leaders adopt new processes, technologies, operating models, and ways of working.

The Senior Director establishes the function’s operating model, standards, tools, and capabilities, strengthening the organization’s ability to navigate continuous change and realize value from transformation investments. The role may also lead company-wide change initiatives as assigned by the Vice President, Business Modernization Office.

Key Responsibilities

People Leadership & Team Development

• Directly lead, develop, and coach Director-level change management leaders, establishing clear portfolio responsibilities, performance expectations, and accountability for results delivered through their teams.
• Recruit, hire, and retain change management talent; shape organizational structure, roles, and capabilities to meet current and future transformation needs.
• Hold Directors accountable for team performance and talent development; provide coaching, performance management, and development planning that strengthen leadership capability throughout the function.
• Allocate and rebalance resources across Director-led portfolios based on business priorities, complexity, operational criticality, and available capacity.
• Foster an inclusive, collaborative, high-performance culture grounded in continuous learning, quality, and customer focus.
• Establish delivery standards and oversee quality across portfolios, ensuring consistent methods while enabling Directors to tailor execution to business needs.

Change Strategy & Executive Advisory

• Define and own the integrated change management strategy for the supported businesses, translating business and company-wide modernization priorities into functional objectives, standards, and coordinated portfolio plans.
• Advise senior leaders on change risks, workforce impacts, stakeholder alignment, adoption barriers, and actions needed to achieve sustainable business results.
• Lead company-wide change initiatives as assigned, partnering with transformation and functional leaders to coordinate adoption across McKesson while accounting for impacts on the supported businesses.
• Direct change management leaders in developing portfolio-specific plans for readiness, communications, leader enablement, training, adoption measurement, and sustainment; maintain accountability for alignment and outcomes across portfolios.
• Align operations, distribution center, sales, customer-facing, technology, human resources, communications, and transformation partners to resolve risks, dependencies, and trade-offs.
• Use organizational insights, data, and judgment to recommend targeted actions that improve adoption, employee engagement, and transformation effectiveness.
• Own the change management operating model in partnership with corporate functions, defining responsibilities, handoffs, and decision-making processes that integrate people, process, technology, and organizational changes, implementing AI-first processes where possible.

Capability Building

• Establish and continuously improve change management tools, templates, playbooks, standards, and reusable practices that support consistent delivery across initiatives.
• Build change leadership capability through leader coaching, stakeholder engagement, networks of employees who support adoption, and scalable learning experiences for corporate, frontline, and distribution center audiences.
• Develop the professional capabilities of the change management team through methods, training, and emerging practices, including AI-enabled ways of working.
• Partner with program teams and business owners to build the capabilities needed to embed new ways of working into day-to-day operations.

Portfolio Readiness & Adoption Measurement

• Own the integrated change management portfolio, coordinating priorities and resource allocation across Director-led teams in partnership with the Business Modernization Office and senior business leaders.
• Resolve cross-portfolio delivery trade-offs and escalate conflicts requiring broader business decisions.
• Assess cumulative change impacts to identify risks related to timing, capacity, competing demands on employees, operational disruption, dependencies, and readiness.
• Identify shared needs and interdependencies across business units to coordinate delivery and create a consistent change experience.
• Recommend adjustments to initiative prioritization and sequencing based on organizational capacity, adoption risk, and business criticality.
• Establish common readiness indicators, adoption measures, and reporting expectations; hold Directors accountable for monitoring results, addressing gaps, and implementing targeted interventions.
• Use employee feedback, adoption data, operational metrics, and lessons learned to improve change plans and transformation execution.

Communications & Stakeholder Engagement

• Develop clear change narratives that connect transformation priorities to business outcomes, customer and employee impacts, and the behaviors needed for success.
• Equip leaders and people managers to communicate effectively, address uncertainty, reinforce adoption expectations, and build commitment to new ways of working.
• Ensure communications are consistent across initiatives and aligned with company-wide messaging, while adapting to the needs of different businesses, functions, locations, and audiences.
• Represent the change management function in leadership meetings, transformation decision-making forums, and company-wide communities of change management professionals.

Minimum Requirement

• Degree or equivalent experience. Typically requires 13+ years of professional experience and 6+ years of diversified leadership, planning, communication, organization, and people motivation skills (or equivalent experience).

Education

• Bachelor’s degree in organizational effectiveness, organizational development, human resources, business, communications, operations, technology, industrial-organizational psychology, or related field, or equivalent experience.
  
  

Critical Skills

• Typically requires 13+ years of relevant experience in change management, business transformation, organizational design, human capital consulting, strategy execution, or related fields.
• 6+ years of progressive people leadership experience, including leading other people leaders and managing multi-level teams of change management or transformation professionals.
• Experience leading change for large-scale, cross-functional transformation initiatives with organizational, workforce, process, technology, or operating model impacts.
• Demonstrated ability to influence senior stakeholders, facilitate alignment, manage ambiguity, and recommend practical solutions to complex organizational challenges.
• Experience developing and overseeing change strategies, stakeholder plans, readiness approaches, communications, leader enablement, adoption measures, and sustainment practices.
• Strong executive communication, facilitation, analytical thinking, organizational diagnosis, and relationship-building skills.

Additional Skills

• Demonstrated ability to lead leaders, set direction for a multi-level organization, develop Director-level talent, establish accountability, and deliver results through teams.
• Change management expertise, including stakeholder alignment, readiness, adoption, sustainment, and behavior change
• Ability to influence senior leaders and cross-functional partners through expertise, data, facilitation, and sound judgment
• Experience leading change for complex transformations involving operating model, process, technology, workforce, or ways-of-working changes, ideally in operational or distribution environments
• Strong communication and storytelling skills, with the ability to translate complex information into clear, actionable messages for varied audiences, from executives to frontline teams
• Analytical skills, including use of employee insights, readiness data, adoption measures, and feedback to diagnose risks and recommend actions
• Ability to set direction, prioritize competing demands, and allocate resources in a matrixed, fast-paced environment with ambiguity
• Consulting, facilitation, and coaching skills that build leader, stakeholder, and team capability during periods of change
• Curiosity and fluency with emerging workplace trends, including digital transformation, AI-enabled ways of working, and evolving workforce expectations

Preferred Qualifications

• Advanced degree or certification in change management (e.g., Prosci, ACMP), organizational development, human capital, business transformation, or related discipline.
• Experience in pharmaceutical distribution, healthcare, supply chain, logistics, life sciences, or another large-scale, operationally intensive environment.
• Experience leading change across multiple business units, and across distributed frontline or distribution center workforces.
• Experience building and scaling a change management function, team, or center of excellence.
• Experience using workforce analytics, digital adoption data, employee listening insights, or AI-enabled tools to inform organizational decisions and change strategies.
• Experience building reusable change tools, practitioner guidance, leader enablement resources, or change champion networks.

Working Conditions

• General office environment, with work performed in a hybrid, remote, or office-based setting depending on business needs and location requirements.
• Requires extensive collaboration across geographically dispersed teams, including regular virtual meetings, team leadership routines, executive discussions, transformation workshops, and cross-functional governance forums.
• Requires frequent use of standard office technology, collaboration platforms, data and reporting tools, employee listening and adoption platforms, and AI-enabled workflow or analytics solutions.
• Requires comfort operating in a fast-paced, highly matrixed environment with ambiguity, concurrent priorities, and significant stakeholder complexity.

Travel

Travel may be required up to 15–25%, based on business needs, including visits to business sites, distribution centers, and field locations, as well as team meetings, executive meetings, transformation workshops, planning sessions, and leader and stakeholder engagement activities.

This position offers the possibility of a hybrid work arrangement based on recent updates to our in-office/work‑from‑home model.  If located in DFW area, the selected candidate may be expected to work on‑site at our Las Colinas office a minimum of two (2) days per week, with the remaining days worked remotely. Specific in‑office days may be designated according to team needs and business priorities.

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 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.

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