Détails du poste

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Role Summary

The Director, Employee Support & Risk is accountable for the execution, governance, and continuous improvement of employee support operations and people‑related risk management for Texas Oncology. This role provides leadership across Employee Relations, HR Compliance, Leaves and ADA, and HR Shared Services, ensuring consistent, compliant, and scalable delivery of employee support in a complex, regulated healthcare environment.

This role serves as the critical connector between Texas Oncology HR operations and the broader Network HR ecosystem, ensuring alignment and seamless coordination across Legal, Benefits, HRIS, and the Network Employee Relations team. The Director translates enterprise policies, systems, and risk frameworks into practical, scalable processes for TXO, while elevating TXO-specific needs and insights to inform Network priorities and decision-making.

As a senior leader within the Texas Oncology HR leadership team, this role owns operational outcomes, risk mitigation, and service delivery standards across its functional domains and serves as the escalation point for complex and high‑risk employee matters. The Director partners closely with the Senior Director, HR, Texas Oncology on enterprise alignment, prioritization, and significant risk exposure, and works in coordination with the Director, HR Strategy & Enablement to ensure people strategies are operationally feasible, compliant, and sustainably executed.

Key Responsibilities

1) Employee Support & HR Operations

• Lead enterprise HR operational delivery across HR Shared Services, Employee Relations, Leaves and ADA, and employee support functions.
• Ensure consistent, timely, and high‑quality employee and leader support across Texas Oncology.
• Establish clear intake, triage, and escalation models to improve efficiency and experience.

2) Employee Relations & Compliance

• Provide strategic and operational leadership for Employee Relations, including complex investigations, performance management, and corrective action.
• Ensure compliance with federal, state, and local employment laws and McKesson/USON policies.
• Partner closely with Legal, Network Employee Relations, and Compliance teams to assess, mitigate, and manage people-related risk, ensuring coordinated enterprise and TXO responses.

3) Leaves, ADA & Accommodations

• Oversee Leaves of Absence and ADA programs, ensuring compliance, consistency, and effective case management.
• Partner with Network Benefits and HRIS teams to ensure alignment of leave policies, systems, and administration practices, while addressing TXO-specific operational needs.
• Drive process optimization and system enablement to improve accuracy, timeliness, and employee experience.
• Serve as the escalation point for complex or high‑risk leave and accommodation cases.

4) Risk Management & Governance

• Own execution of HR risk management, operational controls, and audit readiness across employee support and compliance functions.
• Monitor trends, metrics, and case data to identify emerging risk and recommend mitigation actions.
• Establish and enforce operational procedures, controls, and governance standards in alignment with enterprise policy and regulatory requirements.
• Partner with the Director, HR Strategy & Enablement on policy implications and enablement needs; align systemic risk trends and issues with the Senior Director.
  
• Coordinate with Network HR partners (Legal, Benefits, HRIS, ER) to ensure enterprise risk frameworks, audit requirements, and policy updates are operationalized effectively within TXO.

5) People Leadership & Capability Building

• Lead and develop senior operational HR leaders, including HR Shared Services, ER, Compliance, and Leaves leadership.
• Build capability through role clarity, training, and consistent operating rhythms.
• Foster a culture of accountability, consistency, and continuous improvement.

6) Network HR Integration & Cross-Functional Alignment

• Serve as the point of accountability for ensuring alignment between TXO HR/ER operations and Network HR/ER partners, reducing fragmentation and enabling consistent, enterprise-aligned execution.
• Translate enterprise policies, programs, and system changes into clear, actionable processes for TXO HR operations teams.
• Ensure consistent interpretation and application of policies, compliance requirements, and employee support practices across TXO and Network environments.
• Partner with Network teams to escalate risks, resolve complex issues, and drive coordinated responses for high-impact employee matters.
• Provide feedback loops to Network HR on operational challenges, employee trends, and process gaps to inform enterprise improvements.
• Align system capabilities (e.g., HRIS, case management, leave administration) with operational needs to drive efficiency, consistency, and compliance.

Qualifications

Education & Credentials

• Bachelor’s degree required in 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, including 4+ years of people leadership experience
• Demonstrated senior HR leadership experience across one or more of the following areas: Employee Relations, HR Compliance, Leaves/ADA, or HR operations within a regulated environment
• Proven experience leading HR operations or shared services delivery models, including case management, intake/triage frameworks, and centralized employee support
• Experience managing complex employee relations matters, investigations, and people-related risk in multi-state or highly regulated environments
• Demonstrated ability to partner effectively within a matrixed organization, working closely with enterprise HR functions such as Legal, Employee Relations, HRIS, and Benefits
• Proven track record of leading cross-functional initiatives that require alignment between enterprise strategy and local execution
• Experience driving process standardization and operational improvement, including enabling HR processes through systems (e.g., HRIS, case management, or leave administration platforms)
• Strong executive presence with the ability to influence senior leaders and navigate complex stakeholder environments
• Experience leading and developing leaders of leaders, building capability through change and organizational evolution
• Experience supporting physician-led and/or healthcare organizations strongly preferred

Core Capabilities

• Enterprise Integration & Matrix Navigation – Ability to operate as a connector across enterprise HR functions, aligning Centers of Excellence with local execution to ensure consistency and scalability
• Risk Assessment & Decision-Making – Strong judgment in assessing, escalating, and mitigating people-related risk in complex, high-impact situations
• Operational Excellence & Process Design – Expertise in designing and scaling HR operational processes, including intake, triage, escalation, and service delivery models
• Data-Driven Decision Making – Ability to leverage case data, trends, and metrics to identify risk, inform decisions, and drive continuous improvement
• Systems & Enablement Mindset – Ability to translate HR processes into system-enabled workflows, partnering effectively with HRIS and enterprise teams
• Leadership & Capability Building – Proven ability to lead and develop multi-layered HR teams, including leaders of leaders, and drive performance through clear operating rhythms and accountability
• Executive Presence & Influence – Strong communication skills with the ability to influence senior leaders and align stakeholders across complex environments
• Change Leadership & Organizational Effectiveness – Ability to lead teams through change while maintaining operational stability and service delivery
• Business & Financial Acumen – Understanding of how HR operations and risk management impact business performance, cost, and organizational outcomes

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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