Senior Director, Talent Management and Executive Recruitment

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.