Director Workforce Readiness

Mckesson Corporation; Mississauga; On-site; CAD 171,000 - 228,000; Full time

Job summary

McKesson in Mississauga seeks a Director of Workforce Readiness to lead strategic change for technology-enabled initiatives. You’ll partner with HR, workforce intelligence, and senior leaders to anticipate impacts, redesign work, and enable a smooth transition for employees and leaders.

Responsibilities include shaping workforce strategies, guiding change interventions, and developing reusable frameworks to sustain readiness across McKesson.

Qualifications

• 4-year degree in change management, HR, business, psychology, or related field; master’s degree preferred.
• 10+ years in change leadership, organization effectiveness, or workforce readiness.
• Experience advising senior leaders in a large, complex, matrixed organization.

Responsibilities

• Lead strategic change and workforce readiness for technology-enabled initiatives.
• Advise senior leaders on workforce implications and change interventions.
• Shape executive understanding of workforce impacts from investments.
• Develop integrated workforce readiness strategies aligned to business outcomes.
• Guide teams through ambiguity, translating future-state decisions into actions.
• Assess AI/automation impacts on tasks, workflows, and roles.
• Partner with Talent, Learning, HR, and workforce intelligence to plan transitions.

Skills

Strategic Change Leadership

Work Redesign & Future of Work

Workforce Readiness

Enterprise Partnership & Influence

Executive Communication

Data-Informed Decision Making

Education

4-year degree in change management, HR, business, psychology, or related field

Master’s degree preferred

Change management certification preferred

Job description

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.

McKesson Job Description

Director, Workforce Readiness

Position Summary (Purpose of job):

The Director, Workforce Readiness leads strategic change and workforce readiness efforts for technology-enabled initiatives that materially change how work is performed across McKesson. The role partners across corporate functions, technology teams, workforce intelligence, HR, and business stakeholders to help leaders understand how work is changing, anticipate workforce and organizational impacts, redesign work where appropriate, and prepare employees and leaders for new ways of working. The Director serves as a strategic change leader and trusted advisor to senior leaders, shaping workforce readiness, work redesign, talent mobility, capability development, and change approaches associated with AI, automation, digital platforms, process modernization, and other initiatives that materially change work. The role supports enterprise priorities including Workforce Readiness, Employee AI Enablement, workforce transformation, and future-of-work initiatives by translating technology-driven change into practical workforce actions and decision-ready insights.

Key Responsibilities:

Strategic Change Leadership & Workforce Readiness

40%

• Lead strategic change and workforce readiness efforts for complex technology-enabled initiatives that materially alter work, roles, processes, and operating models.
• Advise senior leaders on workforce implications, organizational risks, readiness priorities, and change interventions required to navigate changes in work successfully.
• Shape executive understanding of workforce and organizational impacts associated with business and technology investments.
• Develop integrated workforce readiness strategies that align leadership, stakeholder engagement, communications, learning, and sustainment activities to business outcomes.
• Guide leaders and teams through ambiguity, translating future-state decisions into practical actions for employees and the organization.

Work Redesign & Workforce Evolution

25%

• Assess how AI, automation, digital platforms, process changes, and other technologies alter tasks, workflows, handoffs, decision rights, and role expectations.
• Partner across corporate functions and with technology, process, product, and business teams to define future-state work and identify opportunities to redesign work.
• Clarify which work should be automated, augmented, redesigned, or retained for human judgment based on business needs and intended outcomes.
• Translate future-state work into workforce, role, capability, organization, and change implications.

Workforce Impact Planning & Talent Mobility

15%

• Evaluate workforce impacts resulting from technology-enabled changes to work.
• Translate changes in work into implications for skills, capacity, roles, hiring, talent movement, and learning.
• Identify career adjacencies and talent mobility pathways for employees whose capabilities overlap with emerging roles or priority needs.
• Partner across corporate functions with Talent, Learning, HR, workforce intelligence, and business stakeholders to develop practical workforce transition actions.

Workforce Insights & Planning

10%

• Partner with workforce intelligence and leaders across corporate functions to identify future capability needs, workforce risks, and talent opportunities associated with changes in work.
• Contribute workforce impact assessments, scenarios, and readiness recommendations that support strategic workforce planning and business decisions.
• Use workforce data, business context, and employee insights to identify risks and recommend actions.

Executive Advisory, Governance & Measurement

10%

• Prepare executive-ready insights, recommendations, and decision materials for leadership reviews, governance forums, and priority initiatives.
• Define and track workforce readiness, work redesign, change, and sustainment measures in partnership with program and business teams.
• Influence and align leaders across corporate functions, disciplines, and stakeholder groups to advance Workforce Readiness priorities and outcomes.
• Develop reusable frameworks, tools, and practices that strengthen strategic change leadership and Workforce Readiness across McKesson.

Minimum Job Qualifications (Knowledge, Skills, & Abilities):

Education/Training

• 4-year degree in change management, human resources, business, psychology, organizational development, technology, or related field, or equivalent experience.
• Master’s degree preferred. Change management certification preferred.

Business Experience

• 10+ years relevant experience in change leadership, organization effectiveness, workforce readiness, strategic workforce planning, technology-enabled change, consulting, or related fields.
• Demonstrated experience leading strategic change for complex technology, AI, automation, digital, process, or operating model initiatives.
• Experience advising senior leaders and influencing cross-functional decisions in a large, complex, matrixed organization.

Critical Skills

• Strategic Change Leadership: Shapes and leads complex organizational change efforts that reshape how work is performed.
• Work Redesign & Future of Work: Assesses how technology changes tasks, roles, workflows, and workforce requirements.
• Workforce Readiness: Translates workforce and organizational impacts into targeted readiness and change actions.
• Enterprise Partnership & Influence: Aligns leaders across corporate functions, technology teams, HR, workforce intelligence, and business stakeholder groups.
• Executive Communication: Synthesizes complex content into clear, concise, decision-ready recommendations.
• Data-Informed Decision Making: Uses workforce insights, readiness indicators, and feedback to guide action and measure outcomes.

Working Conditions:

• Traditional office environment. Travel may be required based on business need.
• Large percent of time performing computer-based work is required. General office demands.

Note: HR should confirm the final job family, job code, grade, FLSA status, location, compensation details, and posting language before requisition submission.

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

$122,100 - $162,800

McKesson is an Equal Opportunity Employer

McKesson provides equal employment opportunities to applicants and employees, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other legally protected category. For additional information on McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page.

McKesson is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including job seekers with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to (United States) [e-mail] or (Canada) [e-mail]. Resumes or CVs submitted to this email box will not be accepted.

Join us at McKesson!