Director, HRBP, Enterprise Finance

McKesson•Irving, TX

6d•$135,500 - $225,800

About The Position

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 I2CARE values.

Requirements

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 effectiveness and business outcomes.

Nice To Haves

Experience supporting VP- and SVP-level leaders through transformation, organizational change, or M&A activity in a large, matrixed organization.
Experience in executive talent assessment, succession planning, bench-strength analysis, team effectiveness, senior leader development, and enterprise-level strategic initiatives.
Strong skills in workforce analytics, scenario modeling, program delivery, and executive communication.
Experience partnering with Finance leaders on workforce planning, organization effectiveness, and people-cost management.
Experience using Workday or similar human capital management (HCM) platforms to support talent and workforce programs.

Responsibilities

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, and talent 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 capability requirements.
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 workforce productivity.
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.