Sr. Manager, Workforce Readiness

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.

Role Summary

The pace of business and technology transformation, particularly with AI, is outpacing the organization's ability to absorb change. The Workforce Readiness team exists to close that gap.

This role leads change strategy and execution across McKesson's Employee AI Enablement portfolio, which spans three tracks:

• •Copilot Enablement & Adoption: Enterprise-wide adoption of Microsoft Copilot through learning journeys, communications, advocate networks, and measurement.
• •Unified Employee Agent: AI-powered employee service delivery (e.g., ServiceNow + Workday/ADP), including pilot readiness, champion models, and change communications.
• •Agentic AI Adoption: Governance, learning, community, and support models to scale autonomous AI agents safely across the enterprise.

The ideal candidate has experience with launching internal AI enablement programs, is a trusted advisor within program team, with senior executives, and brings strong business acumen, exceptional communication skills, and proven experience leading large-scale digital and organizational transformations in complex, matrixed environments. Comfort with ambiguity and the ability to translate technical complexity into clear, actionable insights are essential.

Key Responsibilities

Change Strategy & Delivery

• •Lead development and execution of change strategies, plans, and communications that drive adoption across Copilot, Unified Employee Agent, and Agentic AI programs.
• •Conduct stakeholder analysis, readiness assessments, and impact evaluations to anticipate barriers and define interventions.
• •Establish and lead change agent, champion, and people leader networks (including AI Advocate and pilot champion structures) to drive adoption and gather field feedback.
• •Define and support change success measures and KPIs for each track, translating experience and security-led criteria into adoption outcomes.

Portfolio-Level Integration

• •Synthesize change impacts across workstreams, identifying cross-dependencies, risks, and alignment gaps.
• •Develop a portfolio-level point of view on readiness, stakeholder engagement, and employee impact to inform leadership decisions.
• •Build audience segmentation and persona-level impact views (e.g., end user, builder, platform admin) to ensure targeted interventions.
• •Shape the integrated change narrative for clarity and consistency across all three AI enablement tracks; aligning with overall AI enterprise strategy.

Workforce Innovation & Capability Building

• •Prototype new approaches to workforce planning, scenario modeling, and human + AI collaboration.
• •Activate engagement in learning journeys and enablement curricula for AI adoption (building on Copilot 101-401 and subsequently created content for Unified Agent and Agentic AI audiences ongoing).
• •Translate learnings into repeatable frameworks, tools, or products that scale across the enterprise.

Communications & Engagement

• •Craft high-impact communications and execute communications in partnership with program team: newsletters viva engage posts , weekly updates, progress summaries, leader kits, employee messaging, and safe-adoption content.
• •Manage SharePoint content to ensure materials are current, accurate, and easy to navigate.
• •Lead weekly engagement sessions, information cascades, and alignment forums across application owners and teams.

Governance, Metrics & Reporting

• •Prepare executive-ready pre-reads, updates, and recommendations for governance forums.
• •Define and track adoption metrics, readiness indicators, and engagement KPIs; build dashboards and summaries for senior audiences.
• •Monitor risks and escalate or mitigate appropriately.
• •Contribute change-relevant inputs for investment views, PFRs, and base reporting.

Sustainability & Support

Drive post-launch reinforcement and continuous improvement to sustain adoption and realize value.

Qualifications

Minimum Requirements

• •8+ years of relevant experience in change management, workforce transformation, or related fields.
• •4-year degree in change management, human resources, psychology, business, or related field (or equivalent experience). Master's degree preferred.

Critical Skills

• •Business Acumen: Links HR and business strategy; identifies ways to improve business performance.
• •AI & Automation Fluency: Translates complex AI concepts (Copilot, agentic workflows, LLMs) into business-friendly communications and training. Shapes how human and digital work coexist.
• •Change Management: Proven experience building and executing stakeholder plans, readiness assessments, and transition activities. Fluency with OCM frameworks (Prosci, ADKAR, Kotter, or equivalent).
• •Program management
• •Consulting & Communication: Tailors style across all levels; creates executive-ready deliverables; effective at listening, influencing, and facilitation.
• •Data-Driven Decision Making: Defines and presents change success metrics, OKRs, and adoption KPIs to support evidence-based decisions.
• •Delivers Through Ambiguity: Brings structure and next steps to complex, evolving environments.

Preferred Qualifications

• •Enterprise transformation experience in a large, complex, matrixed organization.
• •Hands-on experience with Microsoft Copilot, AI agents, or similar generative AI platforms.
• •Experience with ServiceNow, Workday, or ADP in employee experience or HR tech transformation.
• •Familiarity with AI governance, responsible AI, and safe-use frameworks.
• •Prosci certification or equivalent.
• •Bilingual (English/French) is an asset.
• •Experience building or scaling champion/advocate community models for technology adoption.
• •Background in consulting (internal or external) with strong deck-building and facilitation skills.
• •Healthcare, pharmaceutical, or Fortune 500 experience.

Physical Requirements

General office demands.

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

$99,100 - $132,100

McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind:

McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application.

McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates.

McKesson job postings are posted on our career site: careers.mckesson.com .

McKesson is an Equal Opportunity Employer

McKesson provides equal employment oppor