Sr. Manager Workforce Readiness & Change

The pace of business and technology transformation, particularly with AI, is outpacing the organization’s ability to absorb change and the Workforce Readiness team exists to close that gap by building and activating the capabilities required for the future of work at McKesson. 

The Workforce Readiness team is seeking a Senior Manager of Workforce Readiness & Change to accelerate adoption, alignment, and engagement across the McKesson Technology Acceleration Program (MTAP). This leader will serve as a trusted advisor to senior executives and portfolio stakeholders, driving clear, consistent, and high-impact change strategies across one or more MTAP workstreams and AMO functions. 

The ideal candidate brings strong business acumen, exceptional communication capabilities, and a proven ability to lead large-scale digital and organizational transformations within a complex, matrixed environment. 

This role requires strategic thinking, disciplined execution, comfort with ambiguity, and the ability to translate complex technical and organizational shifts into clear, actionable insights. 

Position Description  

The Senior Manager, Workforce Readiness & Change is responsible for designing, executing, and integrating change management strategies that support major technology, process, and organizational transformations across McKesson Technology. The role independently leads change delivery for assigned business units or MTAP portfolios while contributing to program-level integration, governance, and executive communications. 

This leader partners closely with MT executives, AMO partners, portfolio leads, and functional teams to synthesize impacts, drive adoption, enable readiness, and ensure consistent messaging across a highly visible and fast-moving program. 

Key Responsibilities: 

Workforce Innovation & Capability Building 

• Prototype and test new approaches such as:  

• Strategic workforce planning and scenario modeling 

• Human + AI collaboration frameworks 

• Automation opportunity identification 

• Translate learnings into repeatable frameworks, tools, or products that can scale 

Portfolio-Level Change Integration 

• Lead synthesis of change impacts across 1–2 MTAP workstreams and AMO areas, identifying cross-workstream dependencies, risks, and alignment gaps. 

• Develop a portfolio-level point of view on readiness, stakeholder engagement, and employee impact to inform program updates and leadership decisions. 

• Shape and contribute to MTAP’s integrated change narrative, ensuring clarity, consistency, and accuracy. 

Workforce Readiness & Change Delivery 

• Lead development of customized change strategies, tools, plans, and communications that drive adoption of organizational, process, and technology changes. 

• Conduct stakeholder analysis, readiness assessments, and impact evaluations to anticipate barriers and define appropriate interventions. 

• Establish and lead change agent and people leader networks to drive adoption and gather feedback from the field. 

Governance, Metrics & Reporting 

• Support MTAP governance forums by preparing executive-ready pre-reads, updates, insights, and recommendations. 

• Define and track change adoption metrics, readiness indicators, and engagement KPIs; prepare dashboards or summaries for senior audiences. 

• Monitor risks and issues related to change and escalate or mitigate appropriately. 

Communications Leadership 

• Independently manage SharePoint content, ensuring messages and materials are current, accurate, and easy to navigate. 

• Craft clear, high-impact communications, including newsletters, weekly updates, progress summaries, and key messages for broad audiences. 

• Lead weekly engagement sessions, information cascades, and forums to drive alignment across application owners and teams. 

This role will also support organization design, process design, and other workforce transformation or transition activities required to successfully achieve the desired program outcomes. 

Minimum Requirements  

8+ years relevant experience. 

Critical Skills 

• Business mindset: able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance 

• AI & Automation Fluency: Embed AI and automation considerations into all workforce planning and transformation efforts and help shape how human and digital work coexist across functions 

• Workforce Strategy & Change Management: demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition 

• Capability & culture builder: skilled at identifying and assessing current organizational capabilities, building what’s required, shaping and supporting culture, and aligning organizational programs to reinforce culture 

• Consulting skills: Able to tailor his/her communication style to work well with stakeholders at all levels in the organization; effective at listening, influencing, facilitating, and problem solving 

• Leveraging data and technology: Able to effectively identify, utilize and present data in a way that facilitates evidence-based decision-making. 

• Deliver outcomes in the face of ambiguity: ability to bring definition and identify next steps when encountering ambiguous requests or navigating complex environments 

Additional Knowledge & Skills  

• Experience with supporting functions through enterprise transformation efforts required 

• Change management experience  

• Experience in a large, complex, matrixed organization preferred  

• Expertise in Microsoft office (PowerPoint, SharePoint, Excel)  

Education  

4-year degree in change management, human resources, psychology, business or related field or equivalent experience, master’s degree preferred.  

Physical Requirements  

General Office Demands