Principal Product Manager – HR Product Management & Employee Experience

McKesson•Irving, TX

1d•$181,100 - $301,900

About The Position

The Principal Product Manager translates McKesson’s HR product and employee experience strategy into an enterprise product portfolio. Reporting to the VP, HR Product Management & Employee Experience, this role shapes product strategy across multiple HR products, employee journeys, workforce capabilities, and AI-enabled employee experiences; influences enterprise prioritization and investment decisions; and ensures measurable value realization for employees, managers, HR teams, and the business. This is a senior individual contributor role that operates as a product thought leader and strategic connector across HR, Technology, Employee Experience, Operations, Legal, Privacy, Risk, and Change teams. The role is accountable for portfolio-level product direction, outcome definition, cross-product sequencing, and maturity of product management practices — without formal people-management responsibility.

Requirements

12+ years of progressive experience in product management, digital strategy, transformation, HR technology, employee experience, or related disciplines.
Demonstrated experience shaping enterprise-scale product portfolios, multi-year roadmaps, or complex digital transformation initiatives.
Experience influencing senior leaders and enterprise prioritization or investment decisions without formal authority.
Experience operating in large, matrixed organizations with significant cross-functional dependencies.
Strategic product leadership — connects workforce strategy, employee experience, technology, data, and business outcomes into a clear product direction.
Portfolio management — balances competing priorities, dependencies, sequencing, risk, and investment trade-offs across multiple product domains.
Executive influence — frames decision-ready recommendations and aligns senior stakeholders without formal authority.
Systems thinking — understands how journeys, platforms, processes, data, and operating models interact across the enterprise.
AI and digital fluency — understands how to identify, prioritize, govern, and scale AI-enabled capabilities that improve employee experience, productivity, and business outcomes.
Outcome orientation — defines success measures, knows the numbers, and manages products toward adoption, value, and continuous improvement.

Nice To Haves

Exposure to HR, workforce technology, employee experience, service delivery, or regulated environments preferred.

Responsibilities

Define and evolve the product strategy across multiple HR product domains, employee journeys, and workforce capabilities.
Translate enterprise workforce priorities, employee insights, technology trends, and business needs into multi-year product roadmaps and investment recommendations.
Identify opportunities to simplify experiences, reduce fragmentation, improve adoption, and create more connected end-to-end HR experiences.
Shape portfolio decisions based on measurable value, risk, adoption, compliance, feasibility, and business impact.
Establish portfolio-level prioritization approaches that help leaders make clear trade-offs across products, journeys, and capabilities.
Frame decision-ready recommendations for senior leaders, including outcomes, dependencies, risks, investment needs, and sequencing options.
Manage strategic dependencies across HR Product, HR Technology, Employee Experience, HR Services, COEs, and enterprise governance forums.
Surface enterprise-level risks and decisions early, escalating only when broader leadership alignment or investment decisions are required.
Lead identification, evaluation, and scaling of AI-enabled HR capabilities across assigned product portfolios.
Define product expectations for responsible AI use, including trust, transparency, human-in-the-loop controls, quality monitoring, and escalation paths.
Partner with Legal, Privacy, Risk, Technology, and Compliance teams to ensure AI-enabled capabilities meet enterprise standards and jurisdictional requirements.
Evaluate vendor releases, emerging technologies, and external product trends to inform future HR product strategy.
Establish portfolio-level success measures tied to adoption, employee experience, operational effectiveness, self-service, cycle time, containment, and business value.
Maintain visibility into product performance, benefits realization, portfolio costs, and return on investment.
Use analytics, listening signals, service trends, workforce insights, and product adoption data to inform roadmap decisions and continuous improvement.
Ensure product teams move beyond feature delivery to measurable outcomes and sustained value realization.
Serve as a thought leader for HR product management practices, reinforcing consistent standards, artifacts, and operating routines.
Create reusable frameworks for product one-pagers, decision logs, roadmap visibility, scope boundaries, success metrics, and release-readiness expectations.
Mentor Product Managers and matrixed partners to strengthen product thinking, prioritization discipline, and outcome orientation across HR.
Advance maturity of McKesson’s HR product operating model by reinforcing single intake, backlog discipline, clear decision rights, and transparent trade-offs.