Sr. Director, Human Resources Business Partner

We Are Teva

Our Team, Your Impact

Teva is seeking an experienced and forward-thinking Senior Director, Human Resources Business Partner (HRBP) to support our Global Quality and Global Strategy organizations.

This role serves as a strategic advisor to the Global Head of Quality and the Head of Strategy, partnering with executive leadership teams to shape and execute people strategies that enable business performance, organizational effectiveness, and long-term growth.

The HRBP will play a critical role in enabling Quality transformation, strengthening compliance and inspection readiness capabilities, building a pipeline of technical and scientific talent, and supporting strategic initiatives that accelerate Teva's Pivot to Growth agenda.

As Teva continues its Pivot to Growth journey, Quality and Strategy play critical roles in ensuring our ability to deliver trusted medicines, strengthen our global network, drive transformation, and accelerate enterprise value creation. This position sits at the heart of those efforts, translating business priorities into workforce, talent, leadership, culture, and organizational solutions.

The successful candidate will bring strong business acumen, executive presence, and the ability to influence at the highest levels while driving practical execution across a complex global environment.

How You’ll Spend Your Day

Strategic Business Partnership:

Serve as a trusted advisor and thought partner to senior executives within Global Quality and Global Strategy.
Align people priorities with business objectives, ensuring talent, organization, and workforce decisions support enterprise goals.
Provide insight and challenge to leaders on organizational health, leadership effectiveness, capability needs, and workforce risks.
Participate as a member of leadership teams, influencing business decisions through a people lens.

Organization Design & Transformation:

Act as the people lead for major transformation initiatives, ensuring leadership alignment, change readiness, communication effectiveness, and sustainable adoption.
Lead organizational design initiatives that improve effectiveness, agility, accountability, and execution.
Partner with leaders on transformation initiatives, operating model evolution, restructuring, and change programs.
Anticipate organizational capability needs and develop strategies to build future-ready teams.
Support enterprise priorities including growth initiatives, business transformation, productivity efforts, and M&A-related activities.

Talent, Succession & Leadership:

Provide executive coaching and development support to senior leaders, helping strengthen leadership effectiveness, organizational impact, and succession readiness.
Drive integrated talent management processes, including succession planning, leadership assessment, and development planning.
Build robust talent pipelines for critical technical, scientific, quality, and strategic leadership roles.
Partner with leaders to identify and accelerate high-potential talent.
Coach leaders on talent decisions, team effectiveness, and leadership impact.

Workforce Planning & Capability Building:

Lead long-term workforce planning efforts, identifying future capability gaps, critical roles, succession risks, and emerging skill requirements required to support business strategy.
Translate business strategy into workforce strategies addressing capability, capacity, location, and future skill requirements.
Partner with COEs to deliver talent acquisition, learning, leadership development, performance management, and reward solutions.
Ensure critical capabilities are developed to support innovation, quality excellence, transformation, and future growth.

Culture, Engagement & Change Leadership:

Champion Teva's culture and leadership expectations throughout the organization.
Lead employee engagement strategies that strengthen performance, accountability, inclusion, and collaboration.
Enable leaders to successfully navigate ambiguity, organizational change, and transformation.
Foster a positive employee experience that supports retention and performance.

Employee Relations & Risk Management:

Drive retention of critical talent through targeted talent interventions, career development, leadership effectiveness, and workforce planning strategies.
Provide guidance on complex employee relations matters and organizational risk.
Partner with Legal, Compliance, Labor Relations, and HR colleagues to ensure effective and compliant people practices.
Support organizational decision-making while maintaining appropriate governance and risk management.

Data & Insights:

Leverage external talent market intelligence and competitive benchmarking to advise leaders on talent availability, organizational capability, workforce location strategy, and build versus buy decisions.
Use data-driven insights to guide decision-making and improve business outcomes.
Establish meaningful measures to assess organizational effectiveness, talent health, leadership strength, and workforce performance.

Your Skills and Experience

• Bachelor's degree required; Master's degree preferred.


• 12+ years of progressive HR experience, including significant experience as an HR Business Partner to senior executives.


• Experience supporting Quality, Regulatory, Compliance, Manufacturing, Strategy, Consulting, Corporate Development, or Transformation organizations preferred.


• Experience supporting global functional organizations in complex, matrixed environments.


• Demonstrated success leading organization design, workforce planning, succession management, and change initiatives.


• Strong business and financial acumen with an ability to connect people strategy to business outcomes.


• Experience operating within highly regulated industries, including pharmaceuticals, biotechnology, healthcare, life sciences, manufacturing, or related sectors.


• Proven ability to influence executive leaders and navigate complex stakeholder environments.


• Strong analytical capability with experience leveraging workforce data to drive decisions

Also Good to Have

The successful candidate will demonstrate:

• Enterprise mindset with the ability to connect business strategy and people strategy.


• Executive presence and credibility with senior leaders.


• Courage to challenge constructively and influence outcomes.


• Exceptional judgment and decision-making capability.


• Ability to thrive in ambiguity and lead through transformation.


• Strong collaborative and stakeholder management skills.


• Data-driven and insight-oriented approach to problem solving.


• Bias for action, ownership, and execution.


• Global perspective with appreciation for diverse cultures and operating environments.

Salary Range

The annual starting salary for this position is between $227,760-$284,700 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

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