Talent Management Specialist - 12 Month Contract

at  McKesson

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.

• Support the assessment, coaching and development for High Potential and Promotable leaders through customized individual development plans focused on future role readiness. Serve as assessment/individual development planning coach for emerging High Potential talent within the Business Unit.
• Support planning and facilitation of talent review and succession discussions to identify successors for direct reports to Executive Leadership Team members (usually Sr. Directors and VPs), ensuring inclusive processes.
• Support high level talent discussions for leaders and professionals deeper in the organization as necessitated by the Business Unit.
• Contribute to and support the Business Unit talent strategy with a focus on building a diverse pipeline and building organizational capability.
• Aggregate talent data and insights to contribute to BU talent strategy in alignment with Enterprise business and talent needs.
• Support HRBP and people manager talent capability through delivery, consultation, and tools.
• Ensure best-in-class new leader experience through onboarding and assimilation activities for pipeline external hires and promotions (usually Sr. Directors/VPs).
• Partner with Talent Acquisition to ensure diverse selection approaches for direct report to Executive Leadership Team leaders (and others as identified by the Business Unit for key top leaders in growth areas) through internal and external strategic pipelining, exploration of diversity pipelines, and success profile/interview design.
• Partner with Diversity Equity and Inclusion team to build diverse pipelines and partner on innovative solutions for infusing diversity into pipeline roles. Collaborate on selection for pipeline diversity programs and initiatives.
• Collaborate with the Enterprise Talent and Succession Planning team:
• To co-architect Enterprise tools, approaches, and processes related to talent and succession, representing the voice of the business through feedback for the Business Unit.
• To aggregate talent data to identify Business Unit nominees for High Potential development programs, assessment cohorts, and other developmental opportunities.
• To present business case for requests for external executive coaching for High Potential leaders