Senior Director, Talent Management and Executive Recruitment 1

Teva Pharmaceuticals•Parsippany-Troy Hills, NJ

3d•$195,000 - $245,000

About The Position

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.

Requirements

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.
Working knowledge of SuccessFactors (or a comparable HRIS or talent suite) and the ability to partner on data definitions, reporting and governance.

Nice To Haves

Experience defining KPIs and building dashboards or scorecards for senior stakeholders is preferred.
Experience with Visier is a plus.

Responsibilities

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.
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.
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.
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.

Benefits

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.
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