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The Organizational Change Management (OCM) Lead will lead the planning and delivery of integrated change management activities for the SAP S/4HANA transformation for North American Oncology and Multispecialty. This lead individual contributor role applies deep OCM expertise to prepare impacted stakeholders to adopt new business processes, technologies, ways of working, organizational structures, and capabilities within the approved program scope and transformation strategy.
Reporting to the VP, Modernization Office, with a dotted-line relationship to the SAP S/4HANA Program leadership team, the OCM Lead translates program direction into actionable change plans spanning stakeholder engagement, change impact assessment, sponsorship support, communications, organizational readiness, training, adoption, and sustainment, leveraging an AI-first approach where applicable. The role independently determines delivery methods within approved OCM approaches and program governance, leads cross-functional contributors through influence, and provides recommendations to sponsors and program leaders. Program leadership retains approval of overall change strategy, governance, material scope and investment changes, and go-live decisions. This position has no formal people-management accountability.
The successful candidate will bring significant experience leading complex change management projects or workstreams within large-scale ERP transformations. This individual must translate technical changes into clear business and employee implications, resolve complex adoption challenges, and coordinate leaders and project contributors to deliver measurable readiness and adoption outcomes.
Change Planning & Delivery Leadership- Develop and lead delivery of integrated OCM plans for the SAP S/4HANA transformation within the strategy and priorities approved by program leadership, aligned with business outcomes, deployment plans, and the implementation roadmap.
- Provide OCM expertise, analysis, and actionable recommendations to Program Leads, executive sponsors, functional leaders, and business and technology stakeholders; escalate decisions beyond the agreed delivery scope.
- Apply and tailor established OCM methodologies, standards, tools, deliverables, and performance measures to program needs; recommend improvements and obtain program leadership approval for material changes to the OCM approach or governance.
- Integrate change management activities into the overall program plan, ensuring OCM is embedded throughout design, build, testing, deployment, stabilization, and sustainment, leveraging an AI-first approach where applicable.
- Anticipate organizational risks and barriers to adoption and proactively develop mitigation strategies.
- Build a strong case for change that clearly articulates the strategic rationale, business benefits, employee impact, and expected outcomes of the transformation.
Executive Sponsorship and Stakeholder Engagement- Develop and execute stakeholder engagement plans for impacted executives, functional leaders, people leaders, frontline employees, and other stakeholder groups within the approved program scope.
- Partner with executive sponsors to strengthen sponsorship effectiveness, leadership alignment, visibility, and accountability throughout the transformation.
- Coordinate a network of change champions and business change leaders across impacted functions, geographies, and business units within the program, equipping leaders and managers with the information, tools, and coaching required to lead their teams through change.
- Facilitate executive alignment sessions, leadership forums, change workshops, and stakeholder interventions.
- Identify areas of resistance and develop targeted strategies to build understanding, commitment, and adoption.
Change Impact and Organizational Readiness- Lead comprehensive change impact assessments across business processes, roles, organizational structures, systems, data, controls, policies, and ways of working.
- Translate process and technology changes into clear impacts for specific stakeholder groups and roles.
- Apply and tailor the approved program readiness framework to assess preparedness of impacted stakeholder groups for deployment.
- Develop readiness dashboards, heat maps, risk assessments, and executive reporting to identify areas requiring intervention.
- Partner with business and functional leaders to ensure identified impacts have appropriate mitigation and transition plans.
- Recommend readiness criteria for program leadership approval and provide evidence-based assessments and risk recommendations to inform deployment and go-live decisions.
Communications & Engagement- Develop and execute integrated transformation communications and engagement plans aligned with approved program messaging, connecting the SAP S/4HANA program to the organization's broader strategy, business objectives, and employee experience.
- Segment communications by audience, business unit, geography, function, and transformation stage to ensure messages are relevant, timely, and actionable.
- Develop and coordinate executive and leadership messaging, employee communications, town halls, digital channels, FAQs, toolkits, and other engagement mechanisms in partnership with Corporate Communications and internal communications teams, following established review and approval processes.
- Measure communication and engagement effectiveness using stakeholder feedback and data, and continuously adjust messaging, channels, and tactics to improve understanding and engagement.
Learning, Training and Capability Building- Lead development and delivery of SAP and orbital systems learning and training plans within the approved program approach, preparing employees to perform successfully in the future-state environment.
- Partner with functional teams, process owners, HR/Learning teams, and implementation partners to identify role-based training needs and align learning with future-state processes, roles, controls, and system functionality.
- Coordinate role-based curricula, content development, delivery plans, train-the-trainer programs, learning technology, and training logistics with learning specialists and implementation partners across impacted stakeholder groups.
- Establish measures for training completion, proficiency, confidence, and effectiveness, and ensure post-go-live learning and reinforcement mechanisms support sustained adoption.
Business Adoption and Sustainment- Develop and execute adoption plans aligned with approved program objectives; recommend measurable behavioral outcomes and KPIs for adoption, proficiency, business readiness, user experience, and change effectiveness for agreement with program leaders and business owners.
- Monitor adoption performance through dashboards and feedback, identify post-deployment gaps, and coordinate targeted interventions to improve proficiency and business outcomes.
- Partner with process owners, business and technology leaders to transition ownership of new SAP-enabled processes, roles, and ways of working from the program to the business.
- Establish reinforcement and sustainment mechanisms to prevent regression to legacy behaviors and incorporate lessons learned into subsequent deployment waves and transformation initiatives.
Program Integration and Governance- Serve as the OCM delivery lead within the SAP S/4HANA program, partnering closely with Finance, Supply Chain, Procurement, Order-to-Cash, Customer Experience, Master Data, Technology, Security, Controls, and other impacted workstreams.
- Synchronize OCM activities with process design, solution development, testing, data migration, cutover, deployment, stabilization, and other critical program milestones and dependencies.
- Coordinate OCM deliverables with systems integrators, consultants, vendors, and external partners, maintaining accountability for assigned change deliverables and escalating cross-workstream issues to program leadership.
- Provide regular OCM reporting to program leadership and executive governance forums on readiness, adoption, risks, dependencies, and recommended leadership actions. Plan and track assigned OCM resources, vendor deliverables, and expenditures within approved allocations; recommend trade-offs and escalate material budget, staffing, or scope changes for program leadership approval.
Minimum Requirement- Degree or equivalent and typically requires 10+ years of relevant experience. Less years required if has relevant Master's or Doctorate qualifications.
Education- Bachelor's degree in business, organizational development, human resources, communications, technology, or a related field, or equivalent experience.
Critical Skills- 10+ years of progressive experience in organizational change management, business transformation, management consulting, organizational effectiveness, or a related discipline, or an equivalent combination of education and relevant experience.
- 5+ years leading complex change management projects or workstreams within large-scale transformations involving multiple functions, stakeholder groups, and implementation phases.
- Experience leading organizational change for an enterprise technology or ERP transformation; SAP S/4HANA experience is preferred.
- Demonstrated experience leading cross-functional project contributors through influence, coordinating work and deliverables, and coaching colleagues without formal people-management authority.
- Experience translating change impact and readiness findings into practical recommendations for executive sponsors and senior business leaders and influencing implementation decisions in a complex, matrixed organization.
- Experience operating within formal transformation governance and managing consulting, technology, or other external partners.
Additional Knowledge & Skills- Deep knowledge of organizational change management principles, methodologies, and tools, with the ability to tailor structured approaches to business needs.
- Demonstrated capability across stakeholder engagement, change impact assessment, organizational readiness, communications, learning, adoption, and sustainment.
- Strong executive communication, facilitation, and influencing skills, including the ability to translate complex transformation topics into clear business implications and actions.
- Ability to use qualitative and quantitative data to assess readiness, adoption, risk, and change effectiveness and to recommend targeted interventions.
- Demonstrated ability to resolve complex change challenges, independently select delivery methods within approved program direction, prioritize competing demands, foster accountability and inclusion, coach project contributors, and escalate decisions beyond assigned authority.
- Preferred: Advanced degree; Prosci, CCMP, or comparable change management certification; experience with SAP S/4HANA or multi-wave deployments; and familiarity with AI-first ways of working, digital adoption, employee listening, learning, or change analytics platforms.
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$143,300 - $238,900
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