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POSITION SUMMARY 

The Director, HR Technology Governance & Project Management leads the planning, governance, project management, and vendor management disciplines that turn HR priorities into an executable technology portfolio. The role owns HR technology intake, quarterly and annual planning, portfolio prioritization, capacity planning, and delivery visibility across major HR technology initiatives. 

The Director serves as a connective leader across HR Product, HR Systems, McKesson Technology, and HR functional teams, ensuring work is appropriately evaluated, sequenced, resourced, governed, and delivered. The role directly manages strategic HR technology vendor relationships and leads a team responsible for project management, vendor management, and portfolio execution. 

KEY RESPONSIBILITIES 

1. HR Technology Planning, Intake & Prioritization | 30% 

• Own the enterprise HR technology intake and planning process, including quarterly PI Planning and annual portfolio planning. 

• Establish the cadence, criteria, and governance used to evaluate incoming demand, assess capacity and dependencies, prioritize investments, and translate HR and Product priorities into an executable roadmap. 

• Maintain a transparent technology backlog and provide leaders with clear recommendations and tradeoffs when demand exceeds available capacity. 

2. HR Technology Project Management & Delivery | 30% 

• Lead the HR technology project management capability and establish consistent standards for project planning, execution, risk management, status reporting, and delivery. 

• Direct and develop project managers responsible for medium through large, complex HR technology initiatives. 

• Maintain portfolio-level visibility into scope, timelines, dependencies, resource requirements, and delivery risks. Ensure issues are surfaced early, decisions are made at the appropriate level, and projects deliver against committed outcomes. 

3. Portfolio Governance & Executive Visibility | 10% 

• Maintain a consolidated view of the HR technology portfolio that gives leaders clear visibility into work in flight, planned investments, capacity constraints, dependencies, and decisions requiring leadership attention. 

• Establish practical governance connecting intake, solution design, prioritization, delivery, and operational handoff. 

• Partner with HR Product leaders to translate strategy and priorities into sequencing and execution plans. 

4. HR Technology Vendor Management | 15% 

• Directly manage key HR technology vendor relationships and lead vendor governance across the portfolio. 

• Own relationship management, performance reviews, QBRs, escalations, renewal planning, contract coordination, and ongoing assessment of vendor value and performance. 

• Partner with Procurement, Legal, Finance, HR Product, HR Systems, and McKesson Technology on commercial decisions, contract strategy, technology roadmaps, and vendor performance. 

5. Team Leadership & Cross-Functional Partnership | 15% 

• Lead, develop, and set direction for a team responsible for HR technology project management, vendor management, and portfolio execution. 

• Serve as a senior HR technology leader with the executive presence to represent portfolio priorities, risks, and tradeoffs with HR and technology leadership. 

• Build strong cross-functional partnerships with HR Product, HR Systems, functional COEs, and McKesson Technology, ensuring clear accountability and effective handoffs from strategy and prioritization through delivery and ongoing operations. 

MINIMUM QUALIFICATIONS 

Education 

• Bachelor's degree in Human Resources, Business, Information Systems, Technology, Project Management, or a related field, or equivalent professional experience. 

Experience 

• 12+ years of professional experience and 4+ years of management experience
• Significant experience leading technology portfolios, programs, project management, or technology governance in a complex enterprise environment. 

• Demonstrated experience managing intake, prioritization, capacity planning, and portfolio governance across competing business demands. 

• Experience directly leading and developing project or program management teams responsible for complex, cross-functional initiatives. 

• Demonstrated experience directly managing strategic technology vendor relationships, including vendor performance, escalations, QBRs, contract and renewal planning, and ongoing relationship management. 

• Experience partnering closely with Product organizations to translate product strategy, priorities, and roadmaps into executable technology plans. 

• Experience working across HR, Product, and Technology organizations in a matrixed enterprise environment. 

• Experience with HR technology and enterprise platforms strongly preferred. 

KNOWLEDGE & SKILLS 

• Strong portfolio, program, and project management discipline. 

• Ability to translate strategy into executable roadmaps, delivery plans, and resource decisions. 

• Strong judgment around prioritization, capacity, risk, and business tradeoffs. 

• Executive presence and the ability to communicate complex portfolio issues, risks, and recommendations clearly with senior leaders. 

• Strong cross-functional collaboration skills, particularly working with Product leaders to connect product strategy and priorities to technology planning and execution. 

• Strong relationship management and influencing skills across HR, Technology, Product, Procurement, and other enterprise functions. 

• Strong vendor management and commercial judgment, including the ability to manage strategic vendor relationships and performance. 

• Ability to create clear executive-level portfolio visibility from complex underlying work. 

• Experience establishing governance that improves decision-making without creating unnecessary bureaucracy. 

• Working knowledge of HR technology ecosystems and platforms such as Workday, ServiceNow, Moveworks, and related HR applications preferred. 

• Strong written and verbal communication skills. 

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

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