Job Description

We Are Teva

We’re Teva, a leading innovative biopharmaceutical company, enabled by a world-class generics business. Whether it’s innovating in the fields of neuroscience and immunology or delivering high-quality medicine worldwide, we’re dedicated to addressing patients’ needs now and in the future. Here, you will be part of a high-performing, inclusive culture that values fresh thinking and collaboration. You'll have the room to grow, the flexibility to balance life with work, and the opportunity to better health worldwide, together.

Our Team, Your Impact

The Senior Director, Talent Management and Executive Recruitment, is responsible for defining and evolving Teva’s enterprise talent management and succession planning strategy and leading best-in-class executive hiring. Reporting to the Chief Talent Officer, the role helps ensure Teva has the leadership depth, succession readiness and external talent access needed to deliver its strategy.

The role owns the design of enterprise talent management frameworks, including succession planning, high-potential identification and the Connect performance management process. While execution is driven through the talent partner model and HR business partners, the Senior Director, Talent Management and Executive Recruitment, sets the enterprise approach, decision criteria and governance. The role requires strong stakeholder management and regular engagement with executive management and enterprise leadership forums. It also owns the executive search strategy and process, enabling internal and external sourcing for executive and other critical roles. The Senior Director, Talent Management and Executive Recruitment, ensures talent management processes are informed by data and insights, translating workforce and talent intelligence into clear actions and strategic choices.

How You’ll Spend Your Day

• Define and evolve Teva’s enterprise talent management and succession planning strategy, aligned with business priorities and long-term capability needs.
• Establish enterprise frameworks and decision criteria for succession planning, talent reviews and leadership readiness.
• Lead strategic decisions on talent segmentation, including how Teva defines and identifies high-potential talent.
• Create and maintain success profiles for executive and critical roles to clarify capabilities, identify gaps and inform development plans that build succession bench strength.
• In partnership with the Global Total Rewards Center of Excellence, design and govern Teva’s Connect performance management process to align with enterprise talent outcomes.

Executive hiring and build-vs.-buy strategy

• Lead executive hiring strategies for senior and critical roles across the enterprise.
• Serve as project manager for multiple executive searches at the same time, partnering with stakeholders, internal recruiters and search firms to deliver high-quality executive hires.
• In partnership with the senior director, leadership and organizational development, define and drive enterprise build-vs.-buy talent strategies.
• Ensure rigorous assessment, selection and decision-making for executive and critical roles.

Governance, insights and decision support

• Use insights from executive talent reviews, succession discussions and enterprise talent forums to inform strategy and priorities.
• Own the talent management insights agenda by defining key measures and creating an enterprise talent management and people strategy dashboard that supports data-driven decisions on readiness, pipeline health, mobility and critical roles. Use SuccessFactors data and the Visier people analytics platform (launching).
• Establish enterprise governance, standards and success measures for talent management and succession processes.
• With the talent partner community, drive consistent, high-quality talent discussions and outcomes across functions and geographies.

Stakeholder partnership and influence

• Serve as a trusted strategic partner to the Chief Talent Officer, CHRO and GHRLT on enterprise talent and succession.
• Engage regularly with senior leaders to support talent, succession and leadership decisions.
• Partner closely with talent partners and HR business partners by providing enterprise direction, frameworks and guidance while enabling effective execution in the business.

Your Skills and Experience

• Extensive experience leading enterprise talent management, succession planning and executive hiring in complex, global organizations.
• Demonstrated ability to design and govern enterprise talent frameworks and influence senior leaders on strategic talent decisions.
• Strong business acumen with the ability to connect talent strategy to business outcomes.
• Experience preparing materials and facilitating executive talent and succession discussions at the most senior levels.
• Exceptional stakeholder management, judgment and executive presence.
• Strong analytical skills and comfort with people data; ability to translate talent insights into decisions. Experience defining KPIs and building dashboards or scorecards for senior stakeholders is preferred.
• Working knowledge of SuccessFactors (or a comparable HRIS or talent suite) and the ability to partner on data definitions, reporting and governance; experience with Visier is a plus.

Salary Range

The annual starting salary for this position is between $195,000 - $245,000 annually. Factors which may affect starting salary within this range and level of role may include geography/market, skills, education, experience and other qualifications of the successful candidate

How We’ll Take Care of You

We offer a competitive benefits package, including:

• Comprehensive Health Insurance: Medical, Dental, Vision, and Prescription coverage starting on the first day of employment, providing the employee enrolls.
• Retirement Savings: 401(k) with employer match, up to 6% and an annual 3.75% Defined Contribution to the 401k plan.
• Time Off: Paid Time Off including vacation, sick/safe time, caretaker time and holidays.
• Life and Disability Protection: Company paid Life and Disability insurance.
• Additional benefits include, but are not limited to, Employee Assistance Program, Employee Stock Purchase Plan, Tuition Assistance, Flexible Spending Accounts, Health Savings Account, Life Style Spending Account, Volunteer Time Off, Paid Parental Leave, if eligible , Family Building Benefits, Virtual Physical Therapy, Accident, Critical Illness and Hospital Indemnity Insurances, Identity Theft Protection, Legal Plan, Voluntary Life Insurance and Long Term Disability and more. 

The total compensation may also include restricted stock units and discretionary awards, depending on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.  

Reports To

Chief Talent Officer

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Teva’s Equal Employment Opportunity Commitment

Teva Pharmaceuticals is committed to equal opportunity in employment. It is Teva's policy that equal employment opportunity be provided without regard to age, race, creed, color, religion, sex, disability, pregnancy, medical condition, genetic information, marital status, sexual orientation, gender identity or expression, ancestry, national or ethnic origin, citizenship status, military status or status as a disabled or protected veteran, or any legally recognized status entitled to protection under applicable federal, state, or local laws.   

Please advise us of any accommodations needed to support you throughout the recruitment and selection process. All accommodation information provided will be treated as confidential and used only for the purpose of providing an accessible candidate experience. Request a reasonable accommodation by sending an email to AskHR@tevapharm.com with the nature of your request and your contact information. Only inquiries concerning a request for a reasonable accommodation will be responded to from this email address.  

Important notice to Employment Agencies - Please Read Carefully  

Teva Pharmaceuticals USA does not accept unsolicited assistance from agencies for employment opportunities.  All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company.  No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails.