Sr. Manager, NAPS Organizational Change Management

McKesson•Columbus, OH

6d•$113,800 - $189,600•Onsite

About The Position

McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care. What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you. The McKesson North American Pharmaceutical Services Business Modernization team is looking for a Senior Manager to join the Organizational Change Management (OCM) team. The role requires strong team collaboration skills, business acumen in the pharmaceutical distribution landscape, and an ability to drive change management for the business unit. Communication skills, organizational meticulousness, and responsiveness remain essential. Experienced individual change practitioner who leads change for assigned initiatives and builds deep segment relationships. Deployed to projects based on portfolio demand. Owns change plans, stakeholder engagement, and adoption tracking at the project and sub-segment level. Applies McKesson OCM methodology consistently across all assigned work. Reports to the NAPS OCM Director who determines deployment.

Requirements

7+ years of relevant working experience in change management.
Minimum of 5 years of consulting experience.
Bachelor's degree in HR, business management, or a related field.
Methodology fluency: Brings deep, applied expertise across change methodologies (i.e.: PROSCI, Agile, hybrid models), with the judgment to tailor approaches to complex, enterprise transformations. Moves beyond frameworks to drive pragmatic, outcomes-focused execution at scale.
Stakeholder and impact analysis: Leads sophisticated stakeholder and impact analyses across multi-layered organizations, translating insights into targeted strategies that accelerate alignment, reduce resistance, and enable enterprise-wide adoption. Anticipates downstream implications—not just immediate impacts.
Behavior change and adoption metrics: Establishes and operationalizes adoption strategies grounded in measurable behavior change. Defines leading and lagging indicators, interprets sentiment and adoption signals, and uses data to continuously refine interventions and demonstrate business value.
Communications management: Designs business-wide communication strategies that go beyond awareness—driving belief, behavior, and sustained adoption. Crafts compelling narratives that connect strategy to frontline impact and resonate across diverse stakeholder groups.
Facilitation and influence: Leads high-stakes facilitation sessions that drive clarity, alignment, and decisive action. Influences senior leaders and cross-functional stakeholders without authority, navigating competing priorities to achieve shared outcomes.
Reading organizational dynamics: Demonstrates exceptional organizational acuity—quickly interpreting formal and informal power structures, cultural norms, and political dynamics. Uses these insights to proactively address resistance, unlock momentum, and guide strategy.
Coaching mid-level leaders: Elevates the capability of mid-level leaders as change champions by providing targeted coaching, tools, and practical guidance. Enables leaders to translate enterprise strategy into team-level action and sustain adoption within their organizations.
AI-tool fluency: Applies AI tools (i.e.: Copilot) to accelerate insight generation, content creation, and decision support within change efforts. Leverages AI thoughtfully to enhance, not replace, critical thinking, while operating within enterprise governance and data standards.
Exposure to portfolio-level change management experience required
Experience partnering with supporting functions (i.e.: HR, Finance, Marketing & Communications) through enterprise transformation efforts required
Experience in a large, complex, matrixed organization is ideal
Familiarity with pharmaceutical or healthcare ecosystem preferred
Bachelor’s degree in human resources, business or related field.
Must have the ability to travel up to 25% of the time

Nice To Haves

Graduate Degree in Organizational Psychology Organizational Development, Organizational Effectiveness, Change Management, Human Resources or related field preferred.

Responsibilities

Own change strategy, stakeholder analysis, impact assessment, and readiness diagnostics for assigned initiatives.
Design and deliver change interventions before, during, and after execution. Course-correct when adoption stalls.
Facilitate workshops, working sessions, and stakeholder forums to advance change objectives.
Track adoption metrics and sentiment signals using standard methodology and templates.
Report adoption status to OCM Lead or Director. Flag issues early.
Capture local sentiment through project team interactions and escalate patterns that warrant intervention.
Build and maintain trusted relationships with project leads, segment VPs, and mid-level stakeholders.
Manage local stakeholder mapping, engagement plans, and escalation paths.
Coach mid-level leaders through change using OCM-provided tools and talking points.
Develop and manage communications plans for assigned initiatives including audience segmentation, messaging, and channel execution.
Contextualize enterprise messaging for local audiences.
Gather employee feedback on messaging effectiveness and surface insights.
Apply McKesson OCM methodology, playbooks, and AI enabled tools consistently across all assigned work.
Contribute observations, lessons learned, and improvements back to the owner responsible for relevant playbooks.
Support onboarding and briefing of OSW resources on assigned initiatives, ensuring alignment to McKesson standards.