Sr. Director, Talent Acquisition

McKesson•Richmond, VA

1d•$154,500 - $257,500•Hybrid

About The Position

McKesson is seeking a versatile, highly collaborative, and results-oriented Talent Acquisition Leader during an exciting period of organizational transformation. As they stand up their independent HR function in preparation for their separation from McKesson, a Fortune 9 Company, this new role will serve as a critical leader and founding member of the Talent Organization. The TA leader will be responsible for building, managing, and scaling their global Talent Acquisition (TA) organization. Operating as both a macro-strategist and an executive recruiter, they will own the end-to-end strategy to attract, source, and hire talent across all levels of the enterprise. To scale rapidly and efficiently, their delivery model leverages a Recruitment Process Outsourcing (RPO) partner for mid-level, high-volume, and professional hires, while keeping Executive Recruitment directly in-house. In this role, they will lead the strategic selection and management of their RPO partner while personally serving as the in-house Executive Recruiter for senior-level hires (VP and C-Suite).

Requirements

BS/BA
13+ years of progressive, full-lifecycle talent acquisition experience, including at least 5+ years in a senior leadership/director-level role.
Proven Executive Recruiting: Track record of personally managing and closing senior executive (VP and C-Suite) searches.
Vendor & RPO Expertise: Demonstrated experience selecting, implementing, managing, and scaling an RPO vendor model within a mid-to-large organization.

Nice To Haves

Strategic Vision & Hands-On Execution: Ability to seamlessly flex between high-level organizational strategy and roll-up-your-sleeves execution
Executive Presence & Influence: Exceptional communication skills with a proven capability to build instant credibility, advise, and influence executives.
Vendor Management Mastery: Strong commercial acumen, contract negotiation skills, and vendor management rigor to ensure high ROI from RPO partners.
Results-Oriented & Action-Biased: A proven track record of driving projects to successful completion with a persistent, steadfast focus on achieving long-term objectives despite obstacles
Resourceful Problem Solver: Naturally curious and eager to explore new ideas, challenge the status quo, and thrive within ambiguous environments.
Agility & Change Leadership: High comfort with ambiguity, building processes from scratch, and leading teams through change during corporate evolution.

Responsibilities

Design, implement, and continuously improve a scalable, forward-thinking global Talent Acquisition strategy aligned with business goals, culture, and growth objectives.
Partner with internal teams and the RPO to help inform and promote an inspiring employer value proposition and talent brand for the organization prior to and after going public.
Partner with business leaders and HR Business Partners to forecast hiring needs and proactively build pipelines.
Embed diversity and inclusion principles into every stage of the talent acquisition lifecycle.
Serve as the primary leader and account manager for their external RPO vendor(s). Establish SLAs, KPIs, performance scorecards, and governance frameworks to hold partners accountable.
Continuously audit and optimize recruiting workflows, interview processes, candidate experience touchpoints, and onboarding transitions across the RPO delivery team.
Manage and optimize the talent technology suite in partnership with technology and product teams.
Directly lead the end-to-end recruitment process for key leadership and highly confidential roles across all corporate and business functions.
Partner directly with hiring executives to understand role requirements and create clear and exciting job descriptions. Deliver a best-in-class executive candidate experience. Partner with hiring leaders, HRBPs and executive compensation to craft compelling compensation/offer packages.
Build and maintain an ongoing, active pipeline of executive talent through direct sourcing, industry networking, and strategic search firm partnerships.
Establish a suite of TA analytics (e.g., time-to-fill, cost-per-hire, quality-of-hire, offer acceptance rate, vendor ROI) to inform business decisions and measure effectiveness.
Provide regular data dashboards and strategic recruitment updates to executive leadership and the Board of Directors/HR Committee as required.
Manage a small in-house team that could grow as the organization grows.