Sr. Director, HR Integration – Finance

McKesson•Irving, TX

About The Position

As a member of the Finance Human Resources Team, the Sr. Director, HR Integration is responsible for supporting and driving talent strategy for finance project(s). The position serves as an advocate and consultant for 18+ months to management on human resource-related issues to the overall talent strategy to the Finance organization. The successful transformation partner acts as an employee champion and change agent. The role assesses and anticipates HR-related needs and communicates needs proactively within the HR function and to business leadership teams. The position forges partnerships across the HR function to deliver value-added service to Finance leaders and employees that support the accomplishment of the business objectives of the organization. This person will know the business well and have a clear point of view on talent strategies and key partnerships within the enterprise needed to enable business results. They will deeply understand the businesses goals and priorities and influence key talent decisions through trust and credibility with the Sr. Leadership Team and HR colleagues.

Requirements

Minimum of 13 years of experience working within a matrixed, high-growth organization
8+ years, of direct work-related experience (in Human Resources and/or Talent Management). Less years required if has relevant Master's or Doctorate qualifications.
Demonstrated experience in HR Business Partnering, strategic HR planning, and driving HR initiatives across an organization
Experience working in multiple areas within the HR Function is an added advantage
Experience working in a healthcare and/or biopharma setting required
Strategic Mindset: Ability to navigate within high ambiguity and strategic work, demonstrate behaviors to effectively translate strategic priorities and intent into practical talent solutions.
Collaboration and Influence: Ability to navigate and drive impactful results in a matrix organizational structure.
Relationship Building: Ability to partner with and influence colleagues in the HR Centers of Excellence (Talent Management & Development, Employee Relations, Total Rewards, DEI)
Build Trust: Quickly build credibility and create accountability with different stakeholders across the enterprise (Executive Leadership team members, BU/FX senior leaders).
Coaching: Excellent interpersonal and coaching skills, ability to assess needs, collaborate, and identify best approach and partners to deliver practical solutions that drive talent results.
Communication: Well-developed verbal and written communication skills.
Executive presence: intentionally seeks to ‘know their audience’ and demonstrate ability to navigate environments and situations effectively
Strong analytical and problem-solving skills: Ability to accurately distill complex information and communicate the information in a concise and understandable manner.
Highly experienced at handling sensitive issues and situations

Responsibilities

Consults with leaders to provide customized and practical HR solutions to challenges across a range of HR functions including organization design and effectiveness, talent management (workforce planning, development, retention, assessment, career architecting and succession), engagement and culture, and compensation.
Drive and implement HR strategies aligned with the Finance Program Partners, senior executives, business leaders, and program leaders to provide strategic HR guidance and support.
Drive organizational effectiveness by identifying opportunities for HR interventions and solutions.
Serve as a trusted advisor and partner to senior leaders, understanding their business needs and providing HR insights and solutions.
Collaborate with business leaders to develop and execute workforce plans, including talent acquisition, succession planning, and retention strategies.
Provide guidance, partner, and support execution on organizational design, change management, and cultural transformation initiatives.
Support and help implement organizational development initiatives, such as workforce planning, organizational design, and restructuring efforts.
Drive change management strategies to facilitate smooth transitions during organizational changes or business transformations.
Lead culture change through assessing, developing, launching, and reinforcing culture behaviors and initiatives.
Partner with Executive/Sr. Leader hiring managers and the talent acquisition team to ensure effective recruitment strategies, sourcing methods, and candidate selection processes.
Partner with Talent Partner/TMD to implement programs to attract, develop, and retain top talent, fostering a high-performance culture.
Utilize HR analytics and data-driven insights to assess HR effectiveness and drive data-informed decision-making.
Develop and monitor key HR metrics, scorecard, and dashboards to track HR initiatives, identify trends, and make strategic recommendations related to the program.