Sr Manager, NAPS Organizational Change Management

McKesson•Irving, TX

15h•Onsite

About The Position

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. This is an experienced individual change practitioner role that leads change for assigned initiatives and builds deep segment relationships. The individual will be deployed to projects based on portfolio demand and will own change plans, stakeholder engagement, and adoption tracking at the project and sub-segment level. The role consistently applies the McKesson OCM methodology across all assigned work and 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: Deep, applied expertise across change methodologies (i.e.: PROSCI, Agile, hybrid models), with the judgment to tailor approaches to complex, enterprise transformations.
Stakeholder and impact analysis: Ability to lead sophisticated stakeholder and impact analyses across multi-layered organizations, translating insights into targeted strategies that accelerate alignment, reduce resistance, and enable enterprise-wide adoption.
Behavior change and adoption metrics: Ability to establish and operationalize adoption strategies grounded in measurable behavior change, define leading and lagging indicators, interpret sentiment and adoption signals, and use data to continuously refine interventions and demonstrate business value.
Communications management: Ability to design business-wide communication strategies that go beyond awareness—driving belief, behavior, and sustained adoption, and craft compelling narratives that connect strategy to frontline impact and resonate across diverse stakeholder groups.
Facilitation and influence: Ability to lead high-stakes facilitation sessions that drive clarity, alignment, and decisive action, and influence senior leaders and cross-functional stakeholders without authority, navigating competing priorities to achieve shared outcomes.
Reading organizational dynamics: Exceptional organizational acuity—quickly interpreting formal and informal power structures, cultural norms, and political dynamics to proactively address resistance, unlock momentum, and guide strategy.
Coaching mid-level leaders: Ability to elevate the capability of mid-level leaders as change champions by providing targeted coaching, tools, and practical guidance, enabling leaders to translate enterprise strategy into team-level action and sustain adoption within their organizations.
AI-tool fluency: Ability to apply AI tools (i.e.: Copilot) to accelerate insight generation, content creation, and decision support within change efforts, leveraging AI thoughtfully to enhance, not replace, critical thinking, while operating within enterprise governance and data standards.

Nice To Haves

Exposure to portfolio-level change management experience.
Experience partnering with supporting functions (i.e.: HR, Finance, Marketing & Communications) through enterprise transformation efforts.
Experience in a large, complex, matrixed organization is ideal.
Familiarity with pharmaceutical or healthcare ecosystem preferred.
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.