Talent Assessment Lead

Role Purpose 
The Talent Assessment Lead establishes and leads McKesson’s enterprise Talent & Performance assessment strategy. This role defines the enterprise-wide assessment architecture, curates a library of future‑ready tools, and integrates leadership intelligence into talent systems and decision-making. As the enterprise steward of assessment rigor, quality, and consistency, this role ensures McKesson uses the right assessment at the right time—advancing leadership readiness, strengthening the pipeline, and informing high‑stakes talent decisions. 

Partnering closely with HRBPs, Enterprise Learning, People Analytics, Talent Acquisition, and Program Activation, this role turns strategy into scalable, insight‑rich solutions across the enterprise. 

Key Responsibilities  

• Build and govern McKesson’s enterprise assessment architecture by designing future ready tools, standards, and governance aligned to leadership expectations and capability models, and stewarding best in class, scientifically rigorous assessment practices across all programs. 

• Lead research, validation, and innovation efforts by benchmarking external practices, conducting impact and validation studies, testing emerging methodologies (e.g., micro assessments, AI scored simulations, behavioral analytics), and ensuring all tools are predictive, equitable, and aligned to future ready capabilities. 

• Modernize and expand the assessment toolkit by selecting, building, and integrating leadership, team, executive hiring, 360, Hogan, and emerging digital/AI enabled assessment methodologies—and maintaining an enterprise assessment library integrated with LEADRx. 

• Generate leadership intelligence and enable high stakes talent decisions by applying assessment data to produce readiness signals, insights, and clear, data driven recommendations for talent actions, development pathways, assimilation, and team effectiveness. 

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 materials, tools, and enterprise execution.  

• Enterprise Learning: Hand-off strategy, models and frameworks for build and deployment. Delivery partner for Team Effectiveness, and development follow-through. 

• HR Business Partners: Executive assimilation, readiness conversations, and interpretation of assessment insights.  

• People Analytics (E3): Dashboards, predictive analytics, leadership intelligence, and data modeling. 

• Talent Acquisition: Executive hiring assessments and integration into selection processes.  

• Digital Enablement (E3): Tools, integrations, assessment of platform enhancements, automation, and AI-enabled insights.  

• External Vendors & Service Providers: Coordinate delivery of program-related tools and platforms; manage enhancements and support for digital solutions. 

 Ideal Candidate Profile 

• Enterprise assessment strategist with proven experience building leadership, team, and executive hiring assessment strategies; deep expertise in assessment science (Hogan, 360s, psychometrics, readiness models); and the ability to design scalable, future focused tools and frameworks. 

• Insight driven, research minded expert skilled at translating complex assessment data, trends, and signals into actionable leadership intelligence, predictive insights, and clear recommendations for high stakes talent, readiness, and risk decisions. 

• Digitally fluent innovator with experience leveraging analytics platforms, dashboards, and AI enabled tools; comfortable experimenting with new methodologies (e.g., AI scored simulations, behavioral analytics) and modernizing assessment practices within structured enterprise systems. 

• Collaborative, high judgment advisor who partners effectively across HRBPs, COEs, Talent Acquisition, Enterprise Learning, and senior leaders—operating with agility, stewardship, and discretion while balancing long-term strategy with near-term execution needs. 

Basic Requirements (Minimum Qualifications) 

• 13+ years of experience in Talent Assessment, Organizational Psychology, Leadership Development, or related fields, with direct accountability for enterprise level assessment programs. 

• Demonstrated expertise in assessment science, including leadership assessments, 360 feedback, team effectiveness tools, behavioral assessments, and executive hiring assessments (e.g., Hogan, OPQ, cognitive/behavioral tools). 

• Experience designing or governing enterprise assessment architectures, including standards, selection criteria, calibration norms, and governance models. 

• Strong analytical and interpretation skills, with the ability to convert assessment data into actionable insights, readiness signals, talent risks, and enterprise level intelligence. 

• Proven ability to partner with senior leaders, HRBPs, Talent Acquisition, and COEs to influence high stakes talent decisions. 

• Digital fluency, including experience with assessment platforms, HRIS/Workday integrations, dashboards, or analytic tools used to generate leadership insights. 

• Strong communication skills, capable of producing clear, simple insights and recommendations for executive audiences. 

Preferred Requirements 

• Advanced degree in I/O Psychology, Organizational Behavior, or related field. 

• Experience conducting or applying research, including validation studies, assessment model updates, benchmarking, or psychometric refinement. 

• Familiarity with AI enabled assessment technologies, predictive analytics, or machine learning models that enhance readiness insights and talent identification. 

• Expertise in capability modeling, including mapping assessments to enterprise capability frameworks, success profiles, and leadership behaviors (e.g., LEADRx). 

• Background in executive assimilation, including building models that integrate assessment data into onboarding or integration pathways. 

• Experience evaluating external vendors, assessment providers, or digital tools, including selection, implementation, and lifecycle governance. 

• Ability to design experiments or pilots to test assessment tools, readiness models, or team effectiveness approaches in controlled environments.