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.