Lead, Organizational Change Management – SAP S/4 HANA Transformation

Job description

Lead, Organizational Change Management – SAP S/4 HANA Transformation Remote - Texas Job ID JR0157003 Category Change Management/Organizational Effectiveness Post Date Nov. 09, 2026 Apply 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. 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 incorp