Culture & Engagement Lead

Role Purpose 

The Culture & Engagement Lead drives McKesson’s culture transformation by reimagining how we listen, lead, and shape a meaningful employee experience. This role activates the new Leadership Framework (LEADRx) and transforming enterprise programs—including Listening, the McK Playbook, the Non‑Financial Scorecard, Team Effectiveness, and Onboarding—to ensure they are future-ready and digitally enabled. This role balances bold innovation with operational momentum—setting strategy, defining standards, and partnering with activation specialists to deliver culture and engagement experiences at scale. 

Key Responsibilities  

• Lead McKesson’s enterprise culture and engagement strategy by defining the behaviors, rituals, leadership expectations, and activation approaches that bring the culture to life—owning the McK Playbook, NFS, onboarding evolution, and other enterprise culture programs. 

• Activate and embed the Leadership Framework by designing and governing leader-led activation strategies that enable all employees and leaders to understand, model, and adopt future-ready behaviors across the enterprise. 

• Modernize listening, engagement, and team effectiveness by architecting enterprise strategies, maintaining steady-state cycles, translating listening and sentiment insights into enterprise priorities, and guiding leaders with clear, insight-driven actions. 

• Drive innovation and continuous improvement by conducting internal and external research, benchmarking leading practices, and evaluating new tools, technologies, and methodologies (e.g., AIe-nabled listening, behavioral analytics, team effectiveness models) to enhance culture programs and digital-first activation experiences. 

Key Partnerships 

• Reports to: Vice President, Talent & Performance 

• Talent & Performance: Strategic partnership to coordinate strategies that may fall under Performance & Succession and Talent Assessments.  

• HR Business Partners: Set adoption expectations and accountability across business units. 

• Program Activation: Translate strategy into program design, campaigns, and execution. 

• People Analytics & Insights: Dashboards, listening analytics, sentiment insights, predictive indicators. 

• Internal Communications: Culture narrative, messaging, and activation campaigns. 

• Enterprise Learning (EL): Co-design Team Effectiveness & McKeX; delivery sits with EL. 

• Total Rewards: Align culture, recognition, and employee experience initiatives. 

• Digital Enablement: Listening platforms, integrations, workflow automation, AI-enabled insights. 

• Executive & Business Leaders: Modeling behaviors, sponsorship, and driving adoption across the enterprise. 

 Ideal Candidate Profile 

• Enterprise culture and engagement strategist with a track record of transforming frameworks, leader behaviors, and employee experiences in complex environments, using behavior‑change and experience‑design methods to drive adoption at scale. 

• Insight‑driven, research‑minded thinker who actively scans trends, analyzes listening and sentiment data, and translates signals into clear priorities, innovative practices, and actionable enterprise recommendations. 

• Digitally fluent, innovation‑oriented leader experienced with listening platforms, dashboards, sentiment analytics, and AI‑enabled insights, and adept at experimenting with new methods and converting research into practical, scalable activation strategies. 

• Collaborative, high‑judgment advisor skilled at navigating sensitive culture topics, influencing enterprise decisions, and partnering across HRBPs, COEs, Comms, and Enterprise Learning with speed, agility, and disciplined execution. 

Basic Requirements 

• 13+ years in HR, Talent, Culture, Organizational Development, or related fields with demonstrated experience transforming enterprise level programs. 

• Proven experience leading culture, engagement, listening, or employee experience strategies in large, matrixed organizations. 

• Experience designing or activating leadership behavior frameworks or similar enterprise behavioral models. 

• Strong analytical capability — able to interpret listening data, engagement results, sentiment metrics, and translate insights into clear priorities. 

• Demonstrated ability to influence and partner with senior leaders, HRBPs, COEs, Internal Communications, and Digital/Technology functions. 

• Exceptional communication and storytelling skills with the ability to build narrative, movement, and adoption behind culture and behavior change. 

Preferred Requirements  

• Familiarity with behavioral science, organizational psychology, or change enablement methodologies. 

• Experience conducting research or benchmarking on culture, engagement, leadership behaviors, or employee experience trends.  

• Knowledge of AI enabled listening tools. 

• Experience influencing or contributing to enterprise capability frameworks, success profiles, or leadership models. 

• Background in digital experience design, employee journeys, or UX oriented program development.