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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.

Position Summary

The Program Manager, New Hire Experience will lead the design, standardisation, delivery, and continuous improvement of the end-to-end experience for new colleagues joining McKesson. The role will coordinate multiple interdependent workstreams across Human Resources, hiring leaders, Facilities, Asset Management, Technology Support, Security, and other enterprise partners to ensure new hires are welcomed, equipped, connected, and productive from the outset.

This is a hands-on, highly visible role requiring strong programme leadership, executive presence, and the ability to create accountability and drive outcomes through influence in a complex, matrixed organisation. The role will establish clear governance, remove delivery barriers, and use data and colleague feedback to improve the quality, consistency, and efficiency of the new hire journey.

Main Responsibilities

• Lead a cross-functional New Hire Experience programme with multiple parallel workstreams, milestones, dependencies, and stakeholder groups.

• Create and maintain an enterprise view of the end-to-end new hire journey, from accepted offer through onboarding, initial enablement, and transition into the role.

• Drive execution, issue resolution, decision-making, and escalation in a fast-paced, people-centred environment.

• Standardise onboarding playbooks, workflows, service expectations, roles, responsibilities, and hand-offs across participating teams.

• Coordinate readiness across workspace, access, devices, equipment, systems, orientation, communications, manager preparation, and colleague support.

• Establish governance forums, delivery cadences, reporting, decision rights, escalation paths, and clear ownership of outcomes.

• Define meaningful measures of experience, readiness, timeliness, quality, and operational performance, and use insights to prioritise improvement.

• Provide senior leaders with concise, evidence-based reporting on progress, risks, decisions, outcomes, and improvement opportunities.

• Embed continuous improvement by gathering feedback from new hires, hiring managers, and delivery partners and translating findings into action.

• Promote an inclusive, accessible, and consistent experience that supports colleagues across roles, locations, and business functions.

Key Accountabilities

Programme Leadership and Execution

• Own the integrated programme plan, roadmap, milestones, dependencies, risks, issues, decisions, and benefits tracking.

• Coordinate work across multiple teams without direct authority, maintaining momentum and ensuring commitments are understood and delivered.

• Identify gaps that could affect a new hire's readiness or experience and drive timely resolution with the accountable owner.

• Prepare programme updates, decision papers, executive briefings, and recommendations for governance and leadership forums.

• Balance immediate operational needs with longer-term process, service, and experience improvements.

New Hire Journey Design and Standardisation

• Assess current onboarding practices and identify variation, duplication, delays, unclear ownership, and improvement opportunities.

• Define a consistent end-to-end New Hire Experience framework, including journey stages, service standards, control points, and expected outcomes.

• Develop and maintain practical playbooks, workflows, checklists, communications, templates, and operating procedures.

• Clarify roles, responsibilities, inputs, outputs, and hand-offs across all teams involved in enabling a new colleague.

• Ensure solutions are scalable while allowing for appropriate business, role, location, and regulatory requirements.

Cross-Functional Coordination

• Partner with Human Resources and People Leaders on pre-boarding, orientation, policies, manager readiness, colleague communications, and the overall onboarding experience.

• Coordinate with Asset Management and Technology Support on device, equipment, account, application, and access readiness.

• Partner with Facilities, Security, and relevant site teams on workspace, building access, badges, and location-specific readiness where applicable.

• Engage business, technology, procurement, learning, and other partners where their services form part of the new hire journey.

• Maintain a clear accountability model so each stakeholder understands deliverables, timing, dependencies, and escalation expectations.

Governance, Measurement and Continuous Improvement

• Establish appropriate governance, meeting cadences, working groups, decision logs, and escalation routes.

• Define and monitor measures for operational readiness, cycle time, service quality, colleague experience, issue volume, and resolution.

• Use quantitative and qualitative feedback to identify root causes, prioritise interventions, and validate whether changes improve outcomes.

• Maintain transparent reporting and ensure leaders have clear visibility of delivery status, material risks, decisions required, and realised improvements.

• Promote disciplined adoption of agreed processes and work with partners to sustain improvements over time.

Stakeholder and Executive Engagement

• Act as the central point of programme accountability for New Hire Experience outcomes.

• Build productive relationships with senior leaders, functional owners, hiring managers, and delivery teams across the organisation.

• Lead discussions, resolve conflicting priorities, and escalate material issues with clarity, judgement, and appropriate urgency.

• Communicate complex information in a concise, audience-appropriate manner and translate decisions into clear actions and ownership.

Required Skills and Experience

• 4+ years of programme or project management experience in large, complex enterprise environments.

• Demonstrated experience leading enterprise onboarding, employee experience, service delivery, operational transformation, or another complex people-centred programme.

• Proven ability to manage cross-functional programmes, dependencies, and outcomes without direct authority.

• Strong executive presence and the ability to influence senior stakeholders, facilitate decisions, and navigate competing priorities.

• Excellent written and verbal communication skills, including executive reporting and presentation development.

• Strong organisational, analytical, problem-solving, and risk-management capabilities.

• Experience defining governance, operating models, process documentation, service measures, and continuous-improvement plans.

• Ability to work independently, demonstrate sound judgement, and deliver measurable outcomes in an evolving environment.

• Proficiency with Microsoft 365 tools used for collaboration, planning, analysis, reporting, and communication.

Preferred Qualifications

• Bachelor's degree or equivalent professional experience.

• Programme or project management certification.

• Change management, Lean, Six Sigma, service management, or operational excellence experience.

• Experience supporting graduate, rotational, early-career, or high-volume onboarding programmes.

• Experience working within healthcare, technology, financial services, or another large, regulated multinational organisation.

• Experience using employee feedback, operational data, and service metrics to improve colleague journeys and business outcomes.

Behavioural Competencies

Programme Leadership: Creates clarity, structure, pace, and accountability across complex, interdependent work.

Customer and Colleague Focus: Designs solutions around the needs of new hires, hiring managers, and service partners.

Influence: Builds alignment and drives decisions through credibility, evidence, and strong stakeholder relationships.

Accountability: Takes ownership of outcomes, follows through on commitments, and addresses delivery gaps directly.

Collaboration: Connects teams and functions around shared objectives, clearly defined responsibilities, and effective hand-offs.

Continuous Improvement: Uses data, feedback, and root-cause analysis to simplify processes and improve quality, consistency, and efficiency.

Communication: Provides concise, transparent, and audience-appropriate updates, recommendations, and escalations.

Adaptability: Operates effectively amid ambiguity, changing priorities, and evolving organisational needs.

What Success Looks Like

• The end-to-end new hire journey is clearly defined, documented, and consistently executed.

• New colleagues receive the information, access, equipment, support, and connections they need at the appropriate point in their journey.

• Cross-functional teams operate with clear ownership, effective hand-offs, transparent service expectations, and timely escalation.

• Risks, delays, and recurring issues are identified early, addressed decisively, and reduced through sustainable process improvements.

• Senior leaders have clear visibility into programme progress, decisions, experience measures, operational performance, and outcomes.

• Feedback from new hires, hiring managers, and delivery partners is routinely converted into prioritised improvements.

Why This Role Is Important

A colleague's early experience shapes their connection to McKesson, confidence in the organisation, and ability to contribute effectively. By bringing together the teams, processes, services, and decisions that support new hires, the Program Manager, New Hire Experience will help deliver a more consistent, efficient, and welcoming journey while strengthening accountability and operational performance across the enterprise.