Sr. HR Enablement Specialist

Senior HR Enablement Specialist

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 HR Enablement Specialist is a critical partner supporting the strategic execution of people initiatives for the collective CMM HR BP team. In this role you most often support VP and SVP HR Business Partners, ensuring consistent, high-quality execution of HR programs and processes across complex business units and functions. You translate HRBP direction into strategic and operational delivery: enabling cyclical HR enterprise processes, driving organization-specific talent initiatives, preparing and synthesizing workforce insights, and facilitating the organizational design and change activities your HRBPs lead.

You will work within the frameworks established by HR Shared Services, our Centers of Expertise, and the HR Product Operating Model, adhering to enterprise standards while applying judgment to navigate ambiguity and surfacing meaningful feedback when barriers or experience gaps arise. Success requires a deep understanding of your client's talent priorities so you can refine delivery within their structure, goals, and limitations rather than deeply customizing it.

You will adapt action plans proactively and with limited guidance, and you will grow your digital and AI-enabled HR acumen, applying emerging tools to strengthen analysis, streamline delivery, and enhance HRBP support.

This role is ideal for someone who excels at enabling smooth execution of processes and supporting HRBPs in key people discussions — knowing when to execute independently, when to partner, when to clarify expectations, and when to redirect inquiries to the appropriate HR team or expertise.

• Execute cyclical HR programs — performance management, compensation, succession and talent management — for complex or large client groups with minimal guidance, anticipating risks and ensuring continuity across portfolios.
• Lead the execution of complex HR processes across large or highly matrixed business units and functions, translating HRBP direction into clear, actionable plans.
• Enable key HR sessions such as talent review, performance and development, and organization design reviews by preparing insight-driven pre-reads, contributing to discussions, and asking targeted questions that strengthen decision quality.
• Contribute to organizational design activities by preparing data pulls, analyzing workforce implications, drafting materials, and ensuring accurate downstream HRIS execution with stakeholders.
• Coordinate change management and product adoption across HRBP portfolios, aligning communications to drive consistent practices at scale.
• Support workplace experience by coordinating manager-facing resources on core people processes and contributing to culture and engagement activities with HRBPs and COEs.
• Contribute to strategic workforce planning and surface capability and skills insights that inform build, buy, and borrow decisions.
• Provide structured support for transformation programs, restructures, and M&A integration led by HRBPs and COEs.
• Run, validate, and conduct advanced analysis of Workday reports and Power BI dashboards to deliver insight-rich data packages; interpret patterns, diagnose workforce and talent issues, lead measurement of HR program effectiveness, and proactively address data quality.
• Shape executive-ready narratives — briefings, options, and implications — that influence senior HRBPs and business leaders during critical decisions.
• Identify cross-business-unit patterns in employee and manager experience, escalate systemic issues, and…