Director, HRBP, Enterprise Finance

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 Director, HR Business Partner supports Enterprise Finance as a strategic advisor to senior leaders, translating business priorities into clear talent, workforce, and organization strategies. This role is an individual contributor reporting to the VP HR, Enterprise Finance and serves as a trusted partner to Enterprise Finance leaders on talent, organization effectiveness, leadership development, workforce planning, and change initiatives. The Director, HR Business Partner is expected to partner with HR Centers of Expertise (COEs), HR Enablement Specialists, HR Shared Services, Enterprise Finance leadership, and other key stakeholders to deliver consistent, scalable, and data-informed people solutions that support business objectives.

The role applies strong business acumen, workforce insights, and HR expertise to drive organizational effectiveness, strengthen leadership capability, and improve business outcomes while reinforcing McKesson’s LEADRx behaviors and I2

CARE values.

The key responsibilities for this role are organized around the four core capabilities for a McKesson HRBP:

• Serve as a trusted advisor to Enterprise Finance leaders, translating business priorities into talent,workforce, organization, and change strategies.

• Coach senior leaders on organization effectiveness, team performance, leadership communication, andtalent decisions.

• Assess business needs and provide recommendations that balance talent, organization, and business outcomes.

• Partner with COEs, HR Enablement Specialists, and HR Shared Services to deliver consistent, compliant,and scalable HR solutions.

• Lead organization design initiatives, including structure, role clarity, workforce planning, and capabilityrequirements.

• Partner with leaders to develop and implement future-state organization models that support business objectives.

• Guide leaders through transformation and organizational change, addressing adoption risks and implementation challenges.

• Advance digital-first and AI-enabled ways of working that improve organization effectiveness and workforceproductivity.

• Drive talent strategies that strengthen leadership capability, succession health, bench strength, and team effectiveness.

• Facilitate talent planning, succession, performance management, compensation, EOS, and development processes across Enterprise Finance.

• Assess senior and executive-level talent, identifying development opportunities, readiness gaps, and succession risks.

• Partner with leaders and COEs on leadership development, market-aligned compensation, role design, and capability frameworks.

• Use workforce and talent data to identify trends, diagnose issues, and develop actionable recommendations.

• Translate people data into clear business insights that inform talent, workforce, and organization decisions.

• Measure the impact of talent and organization initiatives using defined outcomes and success metrics.

• Use Workday and other human capital management (HCM) systems to support workforce planning,scenario modeling, and restructuring analyses, including RIF modeling and risk assessments.

• Bachelor’s degree in Human Resources, Business, or related field, or equivalent experience.

• 10+ years of progressive experience with enterprise strategic initiatives, talent enablement/readiness, organization effectiveness, or HR business partner experience.

• Demonstrated ability to advise senior leaders and translate business priorities into talent, workforce, organization design, succession, and change strategies.

• Experience using workforce, engagement, performance, and talent data to develop insights, recommendations, and measurable outcomes.

• Proven experience in organization design, workforce planning, change leadership, and core HR processes, including performance, compensation, and employee listening programs.

• Strong consulting, stakeholder management, communication, analytical, coaching, and prioritization skills in complex, matrixed organizations.

• Experience working within an HR operating model and partnering effectively with COEs, HR Shared Services, business leaders, and HR Enablement Specialists.

• Comfort leveraging digital tools, AI-enabled practices, and human capital management (HCM) systems to improve HR…