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Performance & Succession Lead

Irving, Texas Numéro du poste JR0144379 Catégorie Organizational Development, Human Resources Date de publication Mar. 13, 2026
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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.

RolePurpose
ThePerformance & SuccessionLeaddesigns and drives McKesson’s enterprise performance lifecycle, executive integrationand succession planning strategy. This role enables all employees and leaders to grow and deliver impact through continuous coaching, goal clarity, feedback, and talent insights—while shaping talentidentificationand succession strategiesto build the capabilities of the future.

KeyResponsibilities

  • Lead the transformation of performance, coaching,development, executive onboardingandsuccession—advancing futurecapabilities, readiness models, and critical‑role succession aligned with our culture evolution.

  • Conduct research,market scans andbenchmarking toidentify emerging practices in performance enablement, coaching models, integration, and succession science toshape bold recommendations thatcontinuouslyevolve ourframeworksand programs.

  • Build simplified, scalableprogramsfor performance, executive integrationand succession, including principles, rhythms, decision flows, and data strategy.

  • Integrate digital toolsandAI-driven insights to elevate leader capability, performance quality, and succession decisions.

  • Create practicalAI coachingtools, playbooks, and guidance thatbuilds acoaching and feedbackculture–enabling a‘leaders and coaches’ model.

  • Evaluate new technologies, AI solutions, and methodologies that could modernize performance, coaching, or succession workflows. 

KeyPartnerships

  • Reports to:Vice President, Talent & Performance

  • Talent & Performance:Strategic partnership to coordinate strategies that may fall under Performance & Succession and Culture & Engagement. 

  • Program Activation:Translate strategy into program design, campaigns, and execution.

  • Enterprise Learning:Hand-off strategy, models and frameworks forbuildand deployment.Integrate coaching, capabilities, and development pathways.

  • People Analytics (E3):Dashboards, predictive analytics, leadership intelligence, and data modeling.

  • HRBPs: Gather insights, validate solutions, and drive adoption

  • Digital Enablement(E3 & MT):Shape technology, AI, workflows, and system enhancements.

  • Executive Leaders:Alignreadiness expectations, succession priorities, and culture-shaping performance norms.

Ideal Candidate Profile

  • Enterprise transformer of performance, coaching, integration, and succession, skilled at simplifying complex systems and architecting futureready,businessrelevanttalent solutions.

  • Strategic,researchdriventhinker who synthesizes data, trends, benchmarks, and emerging technologies toidentifygaps, opportunities, and bold shifts that futureproof talent practices.

  • Digitally fluent, insightintoaction leader adept at interpreting signals, applying AIand techenabled tools, and translating complex information into clear, executiveready recommendations and scalable frameworks.

  • Collaborative, highjudgment advisor with agility, courage to experiment, andenterprisefirststewardship—able to align stakeholders, iterate quickly, and guidehighstakestalent and succession decisions.

Basic Requirements

  • 13+ years of progressive HR, Talent, Leadership Development, or Organizational Development experience, including ownership of enterpriselevel performance or succession programs.

  • Experience conducting research, benchmarking, or analysis related to performance science, coaching practices, leadership readiness, or succession.

  • Demonstrated experience redesigning or transforming performanceand potentialframeworks in large, matrixed environments.

  • Experience partnering with senior leaders, HRBPs, and crossfunctional teams to shape talent decisions, readiness expectations, performance norms, and leadership standards.

  • Proficiency with HR technology ecosystems, including performance systems, succession tools, and data platforms (Workday experience preferred).

  • Strong communication and storytelling skills—able to translate strategy, frameworks, and insights into simple, actionable guidance for leaders.

Preferred Requirements 

  • Familiarity with behavioral science, leadership science, coaching psychology, or adult learning theory to inform program design.

  • Experience with AIenabled tools, such as digital coaching platforms, intelligent performance prompts, readiness analytics, or predictive talent modeling.

  • Background in designing executive assimilation or executive onboarding frameworks for senior leadership populations.

  • Exposure tocapability modeling or leadership competency frameworks, ideally contributing toenterpriselevelintegration across talent processes.

  • Experience applying data science or people analytics insights to elevate succession decisions and performance quality.

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

$162,900 - $271,500

McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind:

McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application.


McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates.

McKesson job postings are posted on our career site: careers.mckesson.com.

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 welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. If you require accommodation please contact us by sending an email to Disability_Accommodation@McKesson.com.

Join us at McKesson!

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McKesson a pris connaissance d'arnaques en ligne liées au recrutement dans lesquelles des individus non affiliés à McKesson ou autorisés par celle-ci utilisent le nom de McKesson (ou d'entités affiliées, telles que CoverMyMeds ou RxCrossroads) dans des courriels frauduleux, des offres d'emploi ou des messages sur les réseaux sociaux. Compte tenu de ces arnaques, veuillez garder à l'esprit ce qui suit :

 

  • Les conseillers en talent de McKesson ne demanderont jamais d'argent ni d'informations de carte de crédit dans le cadre d'une candidature à un emploi chez McKesson.
  • Les conseillers en talent de McKesson ne communiquent pas avec les candidats via des salles de discussion en ligne ou en utilisant des comptes courriels tels que Gmail ou Hotmail. Notez que McKesson s'appuie sur un assistant virtuel (Gia) pour certaines communications liées au recrutement avec les candidats.
  • Les offres d'emploi de McKesson sont publiées sur le site de carrières de McKesson: careers.mckesson.com.

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