Senior Organizational Development Specialist, US Oncology Network

The Senior Organizational Development Specialist serves as a trusted advisor, program architect, and facilitator for leadership and organizational effectiveness initiatives across The US Oncology Network. The role focuses on solutions that build capabilities for director-level and above leaders and programs that strengthen organizational health to drive practice success. It offers consultative problem-solving in a complex healthcare environment.

Key Responsibilities

Executive Leadership Development

• Design, co‑create, and deliver multi‑tier leadership development programs including live, virtual, and blended learning experiences.
• Partner with internal leaders and external faculty to shape relevant, practice‑grounded content.
• Facilitate leadership sessions using case‑based learning, real practice experiences, and applied scenarios to increase transfer and impact.

Consultative Stakeholder Partnership

• Serve as a thought partner to HR, Talent Management, and practice leaders, advising on leadership capability gaps, program design, and development strategies.
• Translate ambiguous or evolving practice requests into clear development strategies and scoped engagements, often beyond standard offerings.
• Maintain close collaboration with senior leaders including HRBPs, OD leaders, and executives to align development efforts with business priorities.

Assessment, Feedback & Coaching Enablement

• Administer and support leadership assessments (e.g., Everything DiSC, 360 feedback), including participant preparation, interpretation guidance, and follow‑through.
• Provide structured feedback, interview insights, and talent evaluation support for hiring and development decisions.
• Support coaching engagements by aligning assessment data, leadership goals, and program content.

Program Design & Content Development

• Create, refine, and quality‑check leadership toolkits, facilitation guides, and participant materials, particularly related to leadership behavior and critical competencies.
• Incorporate organizational context into leadership content to enhance relevance.
• Continuously improve content based on participant feedback, survey data, and peer review.

Change Leadership & Organizational Effectiveness

• Partner with change management leaders to align leadership development with enterprise change initiatives and operational transformations.
• Contribute to conversations on leader readiness, adoption risk, and human factors in system and process change.

Operational & Program Management

• Coordinate logistics for high‑visibility leadership programs (venues, materials, vendors, timelines), including external vendors and production.
• Support contracting and statement‑of‑work review for external facilitators and development partners.
• Communicate clearly with internal and external stakeholders regarding schedules, expectations, and deliverables.

Key Stakeholders

• Internal: HR Business Partners, Talent Management, McKesson Learning & Development, Change Management, Executive Leadership, Practice Leaders
• External: Faculty, consultants, facilitators, assessment vendors, executive education partners

Core Capabilities Demonstrated in Practice

• Consultative diagnosis
• Executive and physician‑level facilitation
• Leadership assessment interpretation
• Applied organizational behavior & change leadership
• High judgment in ambiguous, politically complex environments
• Strong written synthesis and executive communication

Working Style & Operating Context

• Operates with high autonomy and trust, frequently representing OD and Talent perspectives in senior‑level discussions.
• Balances strategic thinking with hands‑on execution, especially in live leadership programs.
• Works extensively across virtual platforms with periodic in‑person facilitation and travel.

Minimum Job Requirements

• Minimum of 7 years of experience delivering organizational development or leadership development work in a complex organization.
• Demonstrated experience facilitating leadership or team development programs.
• Experience supporting organization or team assessments and translating findings into action.
• Ability to manage multiple initiatives simultaneously and meet deliverables.
• Proficiency with Microsoft PowerPoint, Word, and Excel, including development of executive-facing materials.
• Bachelor’s degree in Organizational Development, Human Resources, Psychology, Business Administration, or related field.

Nice-to-Have Requirements

• Master’s degree in Organizational Development, I/O Psychology, or related field.
• Professional certification such as CPTD or APTD (Association of Talent Development), SHRM-CP or SHRM-SCP (Society of Human Resource Management), PHR or SPHR (HR Certification Institute)
• Experience leveraging AI-enabled tools for learning design, organizational analysis, or workforce insights, in alignment with responsible AI standards.
• Experience in healthcare or decentralized operating environments.
• Exposure to change management approaches or certifications (e.g., Prosci).
• Experience using leadership or assessment tools such as Hogan, DISC, SDI, or similar.
• Familiarity with learning or talent systems such as Cornerstone OnDemand.

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

$107,100 - $178,500

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