Senior Director, Change Management

McKesson•Work at Home - Texas, USA (WTXA), TX

1d•$168,200 - $280,300•Hybrid

About The Position

The Senior Director, Change Management leads the change management function supporting business modernization across McKesson’s pharmaceutical distribution and related operations. The role is accountable for change strategy, delivery quality, and measurable adoption outcomes across transformation initiatives affecting distribution centers, customer-facing teams, business support functions, and corporate partners. Reporting to the Vice President, Business Modernization Office, the Senior Director directly leads Directors and delivers results through their teams of change management professionals. The role sets functional direction, establishes portfolio accountabilities, allocates resources, and holds leaders accountable for organizational readiness, adoption, and sustained results. As a trusted advisor to senior business and functional leaders, the Senior Director translates strategic priorities into coordinated change plans that support adoption of new processes, technologies, operating models, and ways of working. The position establishes the function’s operating model, standards, tools, and capabilities to strengthen McKesson’s ability to navigate continuous change and realize value from transformation investments. The role may also lead company-wide change initiatives as assigned by the Vice President, Business Modernization Office. The working environment is a general office setting, with work performed in a hybrid, remote, or office-based arrangement depending on business needs and location requirements. The role involves extensive collaboration across geographically dispersed teams, frequent virtual meetings, executive discussions, transformation workshops, and cross-functional governance forums. Travel may be required up to 15–25% based on business needs. For candidates located in the Dallas–Fort Worth area, the role may require working onsite at the Las Colinas office at least two days per week, with other days remote; specific in-office days may be designated according to team needs and business priorities. The base pay range is $168,200–$280,300. Annual bonus or long-term incentive opportunities may also be offered.

Requirements

Degree or equivalent experience.
Typically 13 or more years of professional experience and 6 or more years of diversified leadership, planning, communication, organization, and people-motivation skills, or equivalent experience.
Typically 13 or more years of relevant experience in change management, business transformation, organizational design, human capital consulting, strategy execution, or related fields.
Six or more years of progressive people leadership experience, including leading other people leaders and managing multi-level teams of change management or transformation professionals.
Experience leading change for large-scale, cross-functional transformation initiatives with organizational, workforce, process, technology, or operating-model impacts.
Demonstrated ability to influence senior stakeholders, facilitate alignment, manage ambiguity, and recommend practical solutions to complex organizational challenges.
Experience developing and overseeing change strategies, stakeholder plans, readiness approaches, communications, leader enablement, adoption measures, and sustainment practices.
Strong executive communication, facilitation, analytical thinking, organizational diagnosis, and relationship-building skills.
Demonstrated ability to lead leaders, set direction for a multi-level organization, develop Director-level talent, establish accountability, and deliver results through teams.
Change management expertise, including stakeholder alignment, readiness, adoption, sustainment, and behavior change.
Ability to influence senior leaders and cross-functional partners through expertise, data, facilitation, and sound judgment.
Strong communication and storytelling skills, translating complex information into clear, actionable messages for varied audiences, from executives to frontline teams.
Analytical skills, including using employee insights, readiness data, adoption measures, and feedback to diagnose risks and recommend actions.
Ability to set direction, prioritize competing demands, and allocate resources in a matrixed, fast-paced environment with ambiguity.
Consulting, facilitation, and coaching skills that build leader, stakeholder, and team capability during periods of change.
Curiosity and fluency with emerging workplace trends, including digital transformation, AI-enabled ways of working, and evolving workforce expectations.
Bachelor’s degree in organizational effectiveness, organizational development, human resources, business, communications, operations, technology, industrial-organizational psychology, or a related field, or equivalent experience.

Nice To Haves

Advanced degree or certification in change management (e.g., Prosci or ACMP), organizational development, human capital, business transformation, or a related discipline.
Experience in pharmaceutical distribution, healthcare, supply chain, logistics, life sciences, or another large-scale, operationally intensive environment.
Experience leading change across multiple business units and distributed frontline or distribution center workforces.
Experience building and scaling a change management function, team, or center of excellence.
Experience using workforce analytics, digital adoption data, employee listening insights, or AI-enabled tools to inform organizational decisions and change strategies.
Experience building reusable change tools, practitioner guidance, leader enablement resources, or change champion networks.

Responsibilities

Directly lead, develop, and coach Director-level change management leaders, setting portfolio responsibilities, performance expectations, and accountability for results delivered through their teams.
Recruit, hire, and retain change management talent; shape organizational structure, roles, and capabilities to meet current and future transformation needs.
Hold Directors accountable for team performance and talent development through coaching, performance management, and development planning.
Allocate and rebalance resources across Director-led portfolios based on business priorities, complexity, operational criticality, and available capacity.
Foster an inclusive, collaborative, high-performance culture grounded in continuous learning, quality, and customer focus.
Establish delivery standards and oversee quality across portfolios, maintaining consistent methods while enabling Directors to tailor execution to business needs.
Define and own the integrated change management strategy for supported businesses, translating modernization priorities into functional objectives, standards, and coordinated portfolio plans.
Advise senior leaders on change risks, workforce impacts, stakeholder alignment, adoption barriers, and actions needed to achieve sustainable business results.
Lead company-wide change initiatives as assigned, partnering with transformation and functional leaders to coordinate adoption across McKesson and account for impacts on supported businesses.
Direct change management leaders in developing portfolio-specific readiness, communications, leader enablement, training, adoption measurement, and sustainment plans; maintain accountability for alignment and outcomes.
Align operations, distribution center, sales, customer-facing, technology, human resources, communications, and transformation partners to resolve risks, dependencies, and trade-offs.
Use organizational insights, data, and judgment to recommend targeted actions that improve adoption, employee engagement, and transformation effectiveness.
Own the change management operating model in partnership with corporate functions, defining responsibilities, handoffs, and decision-making processes that integrate people, process, technology, and organizational changes, and implementing AI-first processes where possible.
Establish and improve change management tools, templates, playbooks, standards, and reusable practices that support consistent delivery across initiatives.
Build change leadership capability through leader coaching, stakeholder engagement, employee adoption-support networks, and scalable learning experiences for corporate, frontline, and distribution center audiences.
Develop change management team capabilities through methods, training, emerging practices, and AI-enabled ways of working.
Partner with program teams and business owners to build capabilities that embed new ways of working into day-to-day operations.
Own the integrated change management portfolio and coordinate priorities and resource allocation across Director-led teams in partnership with the Business Modernization Office and senior business leaders.
Resolve cross-portfolio delivery trade-offs and escalate conflicts requiring broader business decisions.
Assess cumulative change impacts, including timing, capacity, competing employee demands, operational disruption, dependencies, and readiness risks.
Identify shared needs and interdependencies across business units to coordinate delivery and create a consistent change experience.
Recommend adjustments to initiative prioritization and sequencing based on organizational capacity, adoption risk, and business criticality.
Establish common readiness indicators, adoption measures, and reporting expectations; hold Directors accountable for monitoring results, addressing gaps, and implementing targeted interventions.
Use employee feedback, adoption data, operational metrics, and lessons learned to improve change plans and transformation execution.
Develop change narratives that connect transformation priorities to business outcomes, customer and employee impacts, and behaviors needed for success.
Equip leaders and people managers to communicate effectively, address uncertainty, reinforce adoption expectations, and build commitment to new ways of working.
Ensure communications are consistent with company-wide messaging while adapting them to different businesses, functions, locations, and audiences.
Represent the change management function in leadership meetings, transformation decision-making forums, and company-wide communities of change management professionals.