HR AI Process Engineer

About this role

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.

Position Summary

McKesson HR is standing up a new capability to help HR move manual, fragmented processes to scalable, AI-enabled workflows. The HR AI Process Engineer identifies, designs, deploys, and continuously improves HR processes using automation and agent-based tools to drive efficiency and consistency, while enabling a simple employee experience.

This role focuses on translating real HR work into practical, deployable solutions that become a reliable, repeatable part of how HR operates. It is the “readiness” half of a two-person model: the Process Engineer finds the opportunity and gets the process build-ready, working hand in hand with another role, the People AI Solutions Designer, who builds the solution.

Key Responsibilities

Identify & Prioritize Opportunities  (20%) • Assess HR processes and workflows to identify high-volume, repetitive work that is ideal for automation.

• Partner with HR process owners to understand and document how work actually gets completed today.

• Prioritize opportunities based on business impact, technical cost and feasibility, and employee experience impact.

Design & Simplify Workflows for Automation  (20%) • Redesign processes to remove duplication, unnecessary steps or approvals, and inconsistent intake.

• Define clear inputs, outputs, decision points, and ownership so work is decision-ready.

• Structure workflows specifically for agent and automation enablement — not simply automating existing complexity.

Deploy AI & Automation Solutions  (20%) • Direct the launch of agent-based workflows using core platforms.

• Partner with process owners and technology teams to implement solutions.

• Pilot and iterate solutions based on real usage and performance.

Operationalize, Govern & Scale  (20%) • Establish standards for deployment, monitoring, and continuous improvement.

• Define when work is handled by an agent versus a human.

• Ensure workflows are governed and maintained as part of normal operations.

Measure Impact & Drive Adoption  (20%) • Track outcomes such as capacity created, cycle-time improvement, and experience.

• Demonstrate measurable value to HR and the business.

• Drive adoption through partnership and clear communication.

What Success Looks Like • High-volume HR workflows are simplified and consistently executed.

• Priority workflows are deployed as agent-enabled solutions within the first six months.

• Manual effort is reduced and capacity is redirected to higher-value work across the HR function.

• Adoption of AI-enabled workflows increases across HR.

• A repeatable model for automation and agent deployment is established.

Minimum Job Qualifications

Education / Training • Bachelor’s degree or equivalent experience in HR, business, industrial engineering, information systems, or a related field.

• Process-improvement credential (e.g., Lean / Six Sigma) or design-thinking certification preferred.

Business Experience • Typically 10+ years of relevant experience in HR operations, process design, HR technology, or service delivery, consistent with a P5 (Lead) individual contributor.

• Demonstrated record of taking work from idea to deployed, measurable workflow.

Specialized Knowledge & Skills • HR & process expertise — strong understanding of HR processes and where they break down, and judgment for where AI and automation are appropriate.

• Systems & workflow thinking — ability to design processes across systems, teams, and handoffs and define them at the level automation requires.

• Technical fluency — working knowledge of workflow tools, APIs, and agent-based solutions; able to partner with technical teams (and the Solutions Designer) without building solutions directly.

• Execution & ownership — drives outcomes from idea to deployed workflow with strong ownership of quality, adoption, and measurable impact.

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

$123,200 - $205,400

McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind:

McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application.

McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates.

McKesson job postings are posted on our career site: careers.mckesson.com .

McKesson is an Equal Opportunity Employer   McKesson provides equal employment opportu

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