Dir HR

We Are Teva

The Opportunity

The position requires an experienced and dynamic HR leader who can effectively drive talent management, OD/OE (organization development and effectiveness), leadership development, recruitment, employee and union relations, change leadership, and employee engagement initiatives.

The HR Director drives the development and implementation of human resources priorities and objectives for the cluster in alignment with the broader organizational priorities.

Responsibilities include developing, planning and delivering HR programs and services to the Organization, as well as supporting the business strategy and objectives through people management expertise. Provide customer-focused consultancy that adds value, helps the organization achieve successful results, and is valued by management and employees.

How You’ll Spend Your Day

• Support Site Leadership team in forecasting the workforce plans and talent pipeline requirements in line with the business strategy. Leads annual talent management processes for the site population.
• Serves as a confidant to site leaders on HR related issues.
• Review key business performance targets and their related talent implications with business leaders.
• Drive talent management strategies to proactively develop employees in alignment with current and future capabilities.
• Supports organizational change and design by working with senior management and HR to identify business requirements and implement appropriate solutions.
• Lead and manage all aspects of collective labor relations, including the negotiation and renewal of Long-Term Settlements (LTS) and wage agreements with recognized trade unions, ensuring compliance with applicable labor legislation while advancing site operational needs and organizational objectives. Serve as the primary management representative in conciliation proceedings, grievance escalations, and labor authority engagements, and develop proactive strategies to sustain constructive union-management relations across sites.
• Employs effective change management strategies to aid in business transformation initiatives.
• Works closely with leadership and employees to improve engagement, retention, and organizational effectiveness aimed at delivering stronger business performance.
• Develop and promote ongoing feedback mechanisms for employees to influence continuous improvement.
• Manage, guide and resolves complex employee relations issues.  Conducts effective, thorough and objective investigations.
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Act as a liaison between the business and HR to ensure that HR services are aligned with internal needs.
• Identify new opportunities for HR to add value to the business.
• Maintain knowledge of progressive HR practices and key trends.
• Facilitate a strong leadership and coaching culture.
• Maintains an effective level of business literacy about the business, financial position, and mid-range plans.
• Manage specific projects as determined in the annual HR operational plan and contribute to functional and cross-functional initiatives.

Your Skills and Experience

• Education Required: Bachelor's degree in business administration, HR management or related field.
• Education Preferred: Master’s Degree.
• Experience Required: 10+ years of progressive HR experience.
• Labor Relations Experience Required: A minimum of 10 years of direct, hands-on experience managing labor relations in a unionized manufacturing environment. This includes leading negotiations with recognized trade unions on collective bargaining agreements, wage settlements, and long-term settlements (LTS), as well as managing consultation and co-determination processes under applicable country labor legislation, including the Industrial Disputes Act, Factories Act, and relevant state-level statutes. The candidate must demonstrate a proven track record of sustaining productive union-management relationships while protecting organizational interests, managing conciliation and grievance proceedings, and navigating strike prevention and workforce discipline matters. Experience operating in manufacturing sites, including exposure to Central and State labor authority engagement, is required.

How We’ll Take Care of You

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