Sr. Director, Talent Acquisition

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.

Sr. Director, Talent Acquisition

Location: Richmond, VA, USA - 9954 Mayland Drive

Hybrid - 2-3 times/week in the office

*Note - this is true hybrid position. Relocation is available. Working remote is not available.

We are seeking a versatile, highly collaborative, and results-oriented Talent Acquisition Leader during an exciting period of organizational transformation. As we stand up our independent HR function in preparation for our separation from McKesson, a Fortune 9 Company, this new role will serve as a critical leader and founding member of the Talent Organization.

Our TA leader will be responsible for building, managing, and scaling our global Talent Acquisition (TA) organization. Operating as both a macro-strategist and an executive recruiter, you will own the end-to-end strategy to attract, source, and hire talent across all levels of the enterprise.

To scale rapidly and efficiently, our 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, you will lead the strategic selection and management of our RPO partner while personally serving as the in-house Executive Recruiter for senior-level hires (VP and C-Suite).

Key Responsibilities

Enterprise TA Strategy & Architecture

Strategy: Design, implement, and continuously improve a scalable, forward-thinking global Talent Acquisition strategy aligned with our business goals, culture, and growth objectives.

Employer Branding: 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 we go public.

Workforce Planning: Partner with business leaders and HR Business Partners to forecast hiring needs and proactively build pipelines.

Inclusion Integration: Embed diversity and inclusion principles into every stage of the talent acquisition lifecycle.

RPO Management & Operations

RPO Governance: Serve as the primary leader and account manager for our external RPO vendor(s). Establish SLAs, KPIs, performance scorecards, and governance frameworks to hold partners accountable.

Operational Excellence: Continuously audit and optimize recruiting workflows, interview processes, candidate experience touchpoints, and onboarding transitions across the RPO delivery team.

TA Technology Stack: Manage and optimize our talent technology suite in partnership with our technology and product teams.

Executive Recruiting (Hands-On Delivery)

Full-Lifecycle Executive Hiring: Directly lead the end-to-end recruitment process for key leadership and highly confidential roles across all corporate and business functions.

Executive Advisory: Partner directly hiring executives to understand role requirements and create clear and exciting job descriptions. Deliver a best-in-class executive candidate experience. Partner hiring leader, HRBPs and executive compensation to craft compelling compensation/offer packages.

Executive Network Building: Build and maintain an ongoing, active pipeline of executive talent through direct sourcing, industry networking, and strategic search firm partnerships.

Metrics, Analytics & Continuous Improvement

Data-Driven Insights: 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.

Executive Reporting: Provide regular data dashboards and strategic recruitment updates to executive leadership and the Board of Directors/HR Committee as required.

Team Leadership

Manage a small in-house team that could grow as the organization grows.

Core Competencies & Capabilities

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.

Required Qualifications

Education: BS/BA

Experience: 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.

About MMS

McKesson Medical-Surgical (MMS), which is expected to become Wellverse in early 2027, is a subsidiary and publicly reported segment of the McKesson Corporation. MMS distributes medical-surgical supplies, pharmaceuticals, diagnostic equipment and supplies, along with other solutions and services to virtually every type of healthcare setting and provider outside of the traditional hospital. These markets – often referred to as Alternate Care or Non-Acute Care – include physician offices, surgery centers, long-term care providers, laboratories, home health and hospice agencies, health systems, government facilities and online marketplaces and retailers.

Alternate Care markets are growing rapidly, and MMS is proud to be a leader in this space. With a team of approximately 8,000 employees, a network of 15 distribution centers and approximately 900 delivery vehicles, we collaborate with more than 2,200 leading manufacturers and serve over 200,000 customer accounts across the U.S. Our catalog includes more than 270,000 SKUs of branded and private-label medical-surgical products – from bandages to specialty pharmaceuticals and COVID-19 tests.

Position level - M5

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.

Our Base Pay Range for this position

$154,500 - $257,500

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