Director, HRBP The US Oncology Network

The Director, HR Business Partner will provide a broad range of strategic HR services to the US Oncology Practice Operations leadership team to proactively translate the business needs into HR solutions, that best enable the team to meet its strategic objectives. S / he will direct the activities of the HRBP team that provides account management and strategic HR support to the practices in The US Oncology Network. S / he will work with the operational leadership team and the practice operations leaders to provide HR strategy support for approximately 500 sites of care, 12,000 employees and 1,500 physicians across the United States. They will lead HR business initiatives, including development of strategic talent and workforce plans, organization design & effectiveness, and in partnership with senior leaders develop, foster, and sustain a work-place culture that maximizes employee satisfaction, patient care and profitability. This role will manage 3-4 HRBP’s and provide indirect coaching / guidance to 65 field HR practitioners.

Key Responsibilities :

Strategic HR Consulting / Change Management / Client Support :

Partners with business leaders in assigned group to develop and deliver HR strategies that align with business goals.

Serves as key liaison / uses influence to ensure an enterprise-first approach to business strategy.

Consults with leaders to provide business focused and practical solutions to challenges across a range of HR functions including talent management (workforce planning, development, retention, assessment and succession), organization design and effectiveness, engagement and culture, diversity and inclusion, performance management and compensation.

Develops and directs organization design, effectiveness and development initiatives.

Effectively initiates, leads and sustains critical business change within the organization, integrating work of various teams to implement solutions.

Champions and stewards the organization’s culture; drives alignment between McKesson overall culture and practice sub-cultures.

Partners with business leaders and teams to develop engagement strategies and initiatives; uses influence to drive adoption of same within our practices.

Conducts organizational assessments and works with leaders / teams as well as L&D team to develop / design appropriate solutions; uses influence to drive adoption.

Talent Strategy / Development :

Develops and leads talent strategy and development initiatives, including Talent Review / Succession planning, Development planning, and Workforce planning. Leverages data and analytics to assess talent against current and future needs, identify gaps, and recommend initiatives to address.

Integrates talent strategy with business objectives to ensure robust succession and development plans for practice executive leadership teams.

Develops and drives talent and succession strategy for the HR function in our practices (outside of TX).

Team Leadership / Development :

Leads the team that provides day-to-day human resources leadership and counsel to the practices in The US Oncology Network covering the following areas : employee relations, talent and performance management, engagement and retention strategies, employee / manager coaching, implementation of HR related initiatives with shared services HR, risk management, talent acquisition, and employee onboarding / off boarding.

Directs, coaches and develops a team of HR professionals through empowerment and delegation to achieve peak performance and meet strategic objectives set forth by the business

Ensures high quality employee attraction, engagement and development at all levels, building bench strength through modeling of ICARE / ILEAD and development of a high-performing culture.

Resolves all issues and concerns, and provides support and resources to the teams, as applicable.

Facilitates cross functional meetings and cooperation by engaging other various HR functions and peers (HR Operations, Learning & Development, Benefits, etc.) on shared HR initiatives.

Job Qualifications (Knowledge, Skills, & Abilities) :

Education / Training –

4-year degree in related field, such as business management

SPHR or SHRM-SCP certification is a plus

Business Experience –

12 years Human Resources or related experience

4 years supervisory and / or management experience

Experience leading multi-level team desired

Experience working with executive level leaders preferred

Specialized Knowledge / Skills –

Business mindset : able to understand the business and financial conditions, link HR and business strategy, and identify ways to improve business performance

Capability & culture builder : skilled at identifying and assessing current organizational capabilities, building what’s required, shaping and supporting culture, and aligning solutions to reinforce culture

Change management : demonstrated experience in articulating the business case for change, evaluating change readiness, building and executing stakeholder plans and transition activities, and managing sustained change and transition

Consulting and Influencing skills : Exceptional communication skills, able to tailor his / her communication style to work well with stakeholders at all levels in the organization; effective at influencing, facilitating, and problem solving

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

Our Base Pay Range for this position

128,400 - $214,000

Salary : $128,400 - $214,000