HR AI Process Engineer

McKesson•Alpharetta, GA

1d•$123,200 - $205,400

About The Position

McKesson HR is standing up a new capability to help HR move manual, fragmented processes to scalable, AI-enabled workflows. The HR AI Process Engineer identifies, designs, deploys, and continuously improves HR processes using automation and agent-based tools to drive efficiency and consistency, while enabling a simple employee experience. This role focuses on translating real HR work into practical, deployable solutions that become a reliable, repeatable part of how HR operates. It is the “readiness” half of a two-person model: the Process Engineer finds the opportunity and gets the process build-ready, working hand in hand with another role, the People AI Solutions Designer, who builds the solution.

Requirements

Bachelor’s degree or equivalent experience in HR, business, industrial engineering, information systems, or a related field.
Typically 10+ years of relevant experience in HR operations, process design, HR technology, or service delivery, consistent with a P5 (Lead) individual contributor.
Demonstrated record of taking work from idea to deployed, measurable workflow.
HR & process expertise — strong understanding of HR processes and where they break down, and judgment for where AI and automation are appropriate.
Systems & workflow thinking — ability to design processes across systems, teams, and handoffs and define them at the level automation requires.
Technical fluency — working knowledge of workflow tools, APIs, and agent-based solutions; able to partner with technical teams (and the Solutions Designer) without building solutions directly.
Execution & ownership — drives outcomes from idea to deployed workflow with strong ownership of quality, adoption, and measurable impact.

Nice To Haves

Process-improvement credential (e.g., Lean / Six Sigma) or design-thinking certification preferred.

Responsibilities

Assess HR processes and workflows to identify high-volume, repetitive work that is ideal for automation.
Partner with HR process owners to understand and document how work actually gets completed today.
Prioritize opportunities based on business impact, technical cost and feasibility, and employee experience impact.
Redesign processes to remove duplication, unnecessary steps or approvals, and inconsistent intake.
Define clear inputs, outputs, decision points, and ownership so work is decision-ready.
Structure workflows specifically for agent and automation enablement — not simply automating existing complexity.
Direct the launch of agent-based workflows using core platforms.
Partner with process owners and technology teams to implement solutions.
Pilot and iterate solutions based on real usage and performance.
Establish standards for deployment, monitoring, and continuous improvement.
Define when work is handled by an agent versus a human.
Ensure workflows are governed and maintained as part of normal operations.
Track outcomes such as capacity created, cycle-time improvement, and experience.
Demonstrate measurable value to HR and the business.
Drive adoption through partnership and clear communication.