Senior Director, HR Strategic Planning - Realization

Lead the portfolio of HR strategic priorities, HR transformation and critical projects, intersections, and interdependencies; ensure the right discussions and decision timing Provide oversight of program/portfolio budgets, resource planning, and financial performance, ensuring alignment to strategic priorities Oversee the work of program, product, and project managers driving key HR initiatives and partner closely with initiative leads and sponsors to deliver strong outcomes Shape and foster a compelling HR vision in collaboration with the HR Leadership Team and key stakeholders Partner with Corporate Communications to craft messaging strategies that align to organizational goals and values Develop and execute HR strategies in collaboration with the HR Leadership Team that align with the organization’s overall goals and objectives Establish and sustain a collaborative HR governance model and practices across Business Units and COE teams in support of the HR strategy, including the processes and protocols needed to enable the model Drive a culture of innovation and digital capability within HR by identifying opportunities to enhance operational efficiency, streamline processes, and leverage technology Lead effective facilitation of enterprise-level strategic planning, budget process and design-thinking sessions with the HR Leadership Team and key stakeholders to align priorities, accelerate problem-solving, and co-create scalable HR solutions Lead program management activities, including the continued evolution of HR PMO capabilities, and ensure change management and communications are integrated into overall program delivery Provide people leadership to a team of program and project management professionals by setting direction, coaching performance, building capability, and aligning resources to strategic priorities Requirements 12+ years of relevant HR experience in a related field Bachelor’s degree required Business Mindset: Able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance Change Management: Demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition Autonomous: Able to work effectively in a rapidly changing and ambiguous environment Influence: Demonstrated ability to leverage strong communication skills to influence and hold others accountable without formal positional power or authority Program Management: Demonstrated experience in driving large-scale programs, including building and tracking project plans, status reports, and mitigating business risk by highlighting critical issues to program leadership early Strategic and Business Orientation: Understands McKesson enterprise strategy and how HR supports it, including growth initiatives and external HR trends People Leadership: Proven experience leading, coaching, and developing high-performing teams while driving accountability, capability building, and results #J-18808-Ljbffr Jobtailor