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 Purpose
The Performance & Succession Lead designs and drives McKesson’s enterprise performance lifecycle, executive integration and succession planning strategy. This role enables all employees and leaders to grow and deliver impact through continuous coaching, goal clarity, feedback, and talent insights—while shaping talent identification and succession strategies to build the capabilities of the future.
Key Responsibilities
Lead the transformation of performance, coaching, development, executive onboarding and succession—advancing future capabilities, readiness models, and critical‑role succession aligned with our culture evolution.
Conduct research, market scans and benchmarking to identify emerging practices in performance enablement, coaching models, integration, and succession science to shape bold recommendations that continuously evolve our frameworks and programs.
Build simplified, scalable programs for performance, executive integration and succession, including principles, rhythms, decision flows, and data strategy.
Integrate digital tools and AI-driven insights to elevate leader capability, performance quality, and succession decisions.
Create practical AI coaching tools, playbooks, and guidance that builds a coaching and feedback culture – enabling a ‘leaders and coaches’ model.
Evaluate new technologies, AI solutions, and methodologies that could modernize performance, coaching, or succession workflows.
Key Partnerships
Reports to: Vice President, Talent & Performance
Talent & Performance: Strategic partnership to coordinate strategies that may fall under Performance & Succession and Culture & Engagement.
Program Activation: Translate strategy into program design, campaigns, and execution.
Enterprise Learning: Hand-off strategy, models and frameworks for build and deployment. Integrate coaching, capabilities, and development pathways.
People Analytics (E3): Dashboards, predictive analytics, leadership intelligence, and data modeling.
HRBPs: Gather insights, validate solutions, and drive adoption
Digital Enablement (E3 & MT): Shape technology, AI, workflows, and system enhancements.
Executive Leaders: Align readiness expectations, succession priorities, and culture-shaping performance norms.
Ideal Candidate Profile
Enterprise transformer of performance, coaching, integration, and succession, skilled at simplifying complex systems and architecting future ready, business relevant talent solutions.
Strategic, research driven thinker who synthesizes data, trends, benchmarks, and emerging technologies to identify gaps, opportunities, and bold shifts that futureproof talent practices.
Digitally fluent, insight into action leader adept at interpreting signals, applying AI and tech enabled tools, and translating complex information into clear, executive ready recommendations and scalable frameworks.
Collaborative, high judgment advisor with agility, courage to experiment, and enterprise first stewardship—able to align stakeholders, iterate quickly, and guide highstakes talent and succession decisions.
Basic Requirements
13+ years of progressive HR, Talent, Leadership Development, or Organizational Development experience, including ownership of enterprise level performance or succession programs.
Experience conducting research, benchmarking, or analysis related to performance science, coaching practices, leadership readiness, or succession.
Demonstrated experience redesigning or transforming performance and potential frameworks in large, matrixed environments.
Experience partnering with senior leaders, HRBPs, and cross functional teams to shape talent decisions, readiness expectations, performance norms, and leadership standards.
Proficiency with HR technology ecosystems, including performance systems, succession tools, and data platforms (Workday experience preferred).
Strong communication and storytelling skills—able to translate strategy, frameworks, and insights into simple, actionable guidance for leaders.
Preferred Requirements
Familiarity with behavioral science, leadership science, coaching psychology, or adult learning theory to inform program design.
Experience with AI enabled tools, such as digital coaching platforms, intelligent performance prompts, readiness analytics, or predictive talent modeling.
Background in designing executive assimilation or executive onboarding frameworks for senior leadership populations.
Exposure to capability modeling or leadership competency frameworks, ideally contributing to enterprise level integration across talent processes.
Experience applying data science or people analytics insights to elevate succession decisions and performance quality.
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
$162,900 - $271,500McKesson 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 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 welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. If you require accommodation please contact us by sending an email to Disability_Accommodation@McKesson.com.
Join us at McKesson!