Sr. Director, HR Global Operations

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 Senior Director, HR Global Operations, provides strategic direction, integrated leadership, and end-to-end accountability across multiple HR Operations disciplines. Reporting to the Vice President, Employee Care, this role leads Benefits Operations, Talent Acquisition Operations, Workforce Administration (e.g., reduction in force, personnel records management), and specialized HR operational support.

This role is an enterprise and operational leader, not the primary subject-matter expert or day-to-day practitioner within each discipline. The Senior Director leads through functional leaders and subject-matter experts, setting strategy, priorities, governance, performance expectations, and resource direction while ensuring each area maintains the technical depth required for effective delivery.

The Senior Director translates enterprise HR strategy into an integrated HR Operations agenda and holds the collective organization accountable for accurate, timely, compliant, and employee-centered service delivery. The role creates the HR Operations technology and continuous improvement strategy, identifies cross-functional dependencies, resolves competing priorities, removes barriers, and ensures matters requiring specialized expertise are owned and addressed by the appropriate functional leader.

As the senior HR Operations leader, the position advises HR and business leadership on service delivery, operational risk, workforce needs, process effectiveness, and employee experience. The role partners across Employee Care, HR Centers of Excellence, HR Technology, HR Business Partners, Legal, Privacy, Payroll, Finance, and other enterprise functions to strengthen controls and advance scalable solutions.

Organizational Scope

• Benefits Operations
• Talent Acquisition Operations
• Special Workforce Actions Team (aka Workforce Administration)
• Specialized HR operational support, including Global Mobility & Immigration

• →Establish and execute the multi-year strategy and operating model for HR Operations, aligned with enterprise HR priorities, workforce needs, and business objectives.
• →Set shared direction across Benefits, Talent Acquisition, Workforce Administration, and other assigned capabilities, relying on functional leaders for discipline-specific design and execution.
• →Translate enterprise HR programs and policies into coordinated operational priorities.
• →Define decision rights, service boundaries, escalation paths, and cross-team dependencies.
• →Advise senior HR and business leaders on operational priorities, service trends, risks, capacity, and investment needs.

• Direct overall delivery and continuous improvement across the portfolio, holding functional leaders accountable for their respective areas rather than personally owning discipline-level execution.
• Establish common governance, service standards, and operating rhythms while preserving appropriate functional ownership.
• Reduce fragmentation, strengthen handoffs, and improve the end-to-end employee and leader experience.
• Ensure complex matters are routed to the appropriate experts, resolved through clear escalation, and elevated for leadership decisions when required.
• Balance enterprise consistency with business, workforce, and jurisdictional requirements.

• Establish portfolio-level policies, controls, performance expectations, and governance practices that enable consistent execution and appropriate risk management.
• Convene and align Legal, Privacy, Payroll, HR Centers of Excellence, and other experts to identify and mitigate operational, regulatory, financial, and employee experience risks.
• Maintain leadership visibility into service performance, material risks, control issues, recurring defects, and remediation plans.
• Set organizational goals and measures across quality, timeliness, accuracy, customer experience, risk, capacity, productivity, and cost.
• Make cross-functional priority and resource decisions based on business need, service demand, risk, and expected value.

• Sponsor modernization and simplification through process redesign, automation, analytics, AI-enabled capabilities, and improved self-service.
• Set cross-functional priorities with HR Technology and enterprise teams while functional leaders define detailed requirements and lead implementation within their disciplines.
• Identify opportunities to consolidate fragmented processes, eliminate unnecessary manual work, and create scalable practices.
• Use operational data, employee feedback, case trends, and control outcomes to direct continuous improvement.
• Develop operating plans, resource strategies, budget recommendations, and investment priorities for the organization.

• Lead, coach, and develop a multi-disciplinary organization through functional leaders and senior subject-matter experts, preserving clear technical ownership within each discipline.
• Set clear expectations for ownership, collaboration, customer orientation, decision-making, and accountability.
• Build leadership capability, organizational depth, and succession readiness across Canadian HR Operations.
• Create an inclusive, high-performing environment in which leaders are empowered to make decisions and accountable for results.
• Assess portfolio-wide capability and make decisions on structure, roles, skills, capacity, and resource deployment as business needs evolve.

• Translate complex operational issues, risks, and trends into decision-ready recommendations for senior leaders.
• Influence priorities and solutions across teams where direct authority may not exist.
• Represent HR operational requirements in enterprise planning, transformation, and governance forums.
• Lead initiatives requiring coordination across multiple HR disciplines and stakeholder groups.

• Bachelor’s degree or equivalent experience.
• Typically, 13+ years of progressive professional experience in HR operations, shared services, employee services, talent acquisition operations, HR transformation, or a related discipline.
• Typically, 6+ years of diversified leadership, planning, communication, organization, and people-management experience.
• Demonstrated experience leading a portfolio of HR disciplines or operational teams through managers, functional leaders, and senior subject-matter experts; deep practitioner expertise in every discipline is not required.
• Experience establishing operating models, governance practices, operational policies, performance measures, budgets, and service-delivery standards.
• Demonstrated success leading complex, cross-functional transformation or continuous-improvement initiatives in a large, matrixed organization.
• Strong understanding of HR operational risk, controls, data privacy, and compliance considerations, with the judgment to engage the appropriate experts.
• Ability to use data, service insights, and cost-benefit analysis to guide priorities and improve organizational performance.
• Executive-level communication and influence skills, including the ability to frame decision-ready recommendations.

• Experience leading HR operations or supporting a geographically distributed workforce.
• Broad leadership exposure across two or more of the following: Talent Acquisition, Employee Care, Global Mobility, HR Case Management, or HR Shared Services.
• Experience leading HR service-delivery transformation, process automation, analytics, or AI-enabled operational improvement.
• Experience managing vendor-supported HR services or third-party relationships.
• Experience partnering with HR Technology teams on platform enhancements, integrations, workflow optimization, or digital employee experiences.
• Bilingual English and French capability is an asset where relevant to the supported workforce.

• Portfolio leadership: Sets shared direction across distinct disciplines, enables functional experts to lead their areas, and holds leaders accountable for integrated results.
• Enterprise and country-level perspective: Connects enterprise HR strategy with Canadian workforce and operational requirements.
• Operational judgment: Balances employee experience, service, cost, risk, and compliance while engaging experts for technical decisions.
• Executive influence: Communicates complex operational topics clearly and provides actionable recommendations.
• Transformation leadership: Leads teams through operating-model, technology, and process change.
• Systems thinking: Understands how HR policies, processes, technologies, data, and services interact across the employee lifecycle.
• Talent leadership: Builds organizational capability, develops leaders, and strengthens succession depth.
• Data-driven management: Uses performance measures, service trends, risk indicators, and employee insights to shape decisions.

We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered. For more information regarding benefits at McKesson, please click here.

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