Senior Director, Talent Management and Executive Recruitment in Harlow

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 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 ensures talent management processes are informed by data and insights, translating workforce and talent intelligence into clear actions and strategic choices.

• 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.

• 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.

At Teva, better health starts from within, and that includes you. From day one, you’ll be supported with benefits designed to help you thrive in and out of work. This includes generous annual leave, reward plans, flexible working schedules (dependent on role), access to tailored health support, and meaningful ways to give back to the community. When it comes to your career, you’ll be encouraged to explore, evolve, and shape your path. Twist, our one‑stop shop for career development platform, gives you access to a wide range of possibilities, from learning programs and short‑term projects to opportunities for internal growth. Here, you’ll be part of a culture that empowers you to reach your goals and prioritise your wellbeing every step of the way.

Teva Pharmaceuticals is committed to equal opportunity in employment. It is Teva's global policy that equal employment opportunity be provided without regard to age, race, creed, color, religion, sex, disability, pregnancy, medical condition, sexual orientation, gender identity or expression, ancestry, veteran status, national or ethnic origin or any other legally recognized status entitled to protection under applicable laws. We are committed to a diverse and inclusive workplace for all. If you are contacted for a job opportunity, 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.