Director, HR Business Partner

McKesson•Irving, TX

1d•$135,500 - $225,800

About The Position

The Director, Human Resources Business Partner serves as the strategic HR partner to senior leaders across McKesson's Distribution Operations and Transportation organizations. This role partners with business leaders to develop and execute talent, workforce, leadership, and organizational strategies that enable operational excellence, strengthen leadership capability, and drive business performance. The Director, HRBP provides consultative support on organizational effectiveness, workforce planning, talent management, succession planning, culture, change leadership, and employee engagement. As a senior individual contributor, this role influences outcomes through strategic partnership, thought leadership, and business acumen rather than direct people leadership. This position works closely with leaders across a large, geographically dispersed operational environment and collaborates with HR Centers of Excellence and HR partners to deliver scalable talent solutions aligned with business objectives.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience.
10+ years of progressive HR experience, including significant experience as an HR Business Partner supporting senior leaders.
Demonstrated expertise in: Talent management and succession planning
Demonstrated expertise in: Workforce planning
Demonstrated expertise in: Organizational design and effectiveness
Demonstrated expertise in: Leadership coaching and development
Demonstrated expertise in: Change management
Demonstrated expertise in: Employee engagement and culture initiatives
Experience supporting large, complex, multi-site organizations.
Strong analytical and data interpretation skills.
Demonstrated ability to influence senior leaders without direct authority.
Experience working effectively within a matrixed organization.

Nice To Haves

Experience supporting distribution, transportation, supply chain, logistics, manufacturing, or operations-based organizations.
Experience supporting geographically dispersed workforces.
Advanced degree and/or relevant HR certification.

Responsibilities

Serve as a trusted advisor to senior leaders across Distribution Operations and Transportation.
Develop deep understanding of business priorities, operational challenges, workforce needs, and growth objectives.
Translate business strategies into talent, leadership, and organizational plans that drive measurable results.
Influence leadership decisions through data, insights, sound judgment, and strategic consultation.
Lead talent review, succession planning, assessment, and development discussions across supported client groups.
Identify critical talent risks and capability gaps and develop strategies to strengthen leadership pipelines.
Partner with business leaders to accelerate development of high-potential talent and key successors.
Drive accountability for building diverse and sustainable leadership benches.
Partner with leaders to assess current and future workforce capabilities required to achieve business objectives.
Lead organizational design and effectiveness initiatives, including structure, role clarity, capability alignment, and workforce optimization.
Facilitate discussions on organizational health, team effectiveness, spans and layers, and leadership capability.
Provide recommendations that balance business performance, employee experience, and organizational sustainability.
Coach leaders on organizational dynamics, team effectiveness, performance management, talent decisions, and employee relations matters.
Support leaders in navigating complex organizational challenges and change initiatives.
Provide guidance that enhances leadership effectiveness, accountability, and decision quality.
Analyze workforce, talent, engagement, and organizational data to identify trends, risks, and opportunities.
Translate insights into practical recommendations that improve business and people outcomes.
Monitor key talent and organizational metrics to inform workforce and leadership strategies.
Partner with leaders to plan and implement organizational changes, workforce transitions, and business transformation initiatives.
Assess organizational readiness and risks related to change.
Support leaders in building engagement and adoption during periods of change.
Partner closely with HR Centers of Excellence, Employee Relations, Total Rewards, Talent Management, Talent Acquisition, and other HR teams.
Ensure alignment between business priorities and enterprise talent strategies.
Drive integrated solutions that support both local operational needs and enterprise objectives.