Teva Canada

Senior Manager, Human Resources

2 months ago
Job ID
# Positions
Human Resources - Manager


Senior Manager, Human Resources

Regular, full-time

Montreal, QC


Teva Pharmaceutical Industries Ltd. (NYSE: TEVA) is a leading global pharmaceutical company that delivers high-quality, patient-centric healthcare solutions to millions of patients every day.  Headquartered in Israel, Teva is the world’s largest generic medicines manufacturer that also has a diverse pipeline of innovative branded products. It ranks among the top 10 pharmaceutical companies in the world and has a portfolio of more than 1,000 molecules in nearly every therapeutic area.


TCI is the Canadian division for Teva’s global branded business. Our mission is to introduce new, innovative, branded therapies for Canadians in the central nervous system (CNS), Respiratory and Pain care therapeutic areas. Our purpose is to improve patient health and make people feel better.


At TCI, we focus on three areas: patients, products and people. We put patients’ needs first in everything we do. We work on bringing new health care solutions to the Canadian market in the therapeutic areas of focus through both organic and external business development opportunities. We have a culture that fosters personal growth and empowerment of our employees, making TCI a place where the best people choose to work and build their careers.





Reporting to the Senior Director, Human Resources, the Senior Manager, Human Resources (HR) will provide guidance, coaching and counseling with regards to all HR related issues, while working as a HR partner with the Teva Canada Innovation (TCI) and Teva Canada Limited (TCL) Quebec leadership teams.

  • Maintain an effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition.
  • Guides leaders in the decisions/processes concerning promotions, compensation adjustments, transfers, terminations, recruitment and staffing.
  • Implement organizational change and design by working with senior management to identify business requirements and implement appropriate solutions.
  • Provides management and employees, coaching and counseling with objectivity and professionalism in dealing with sensitive issues.
  • Employs effective change management strategies to aid in business transformation initiatives.
  • Supports organizational change and design by working with senior management and HRBPs to identify business requirements and implement appropriate solutions.
  • Formulates partnerships across the HR function (with multiple HRBPs, Centers of Expertise and HR Operations) to deliver value-added service to leadership and employees that reflect the business objectives of the organization.
  • Works closely with leadership and employees to improve engagement, retention, and organizational effectiveness aimed at delivering stronger business performance.
  • Leads annual processes related to talent management and succession planning, performance management and compensation planning for the site population.
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. In partnership with leaders, develops Performance Improvement Plans for employees with substandard performance.
  • May serve as a project leader for HR and/or business-driven initiatives (i.e. organizational structure changes, cultural change, employee rewards, organizational effectiveness)

Partner with leaders from TCI and TCL Quebec to develop and/or execute HR programs and processes for strategic initiatives, such as the optimization of business performance through the alignment of human capital with business strategies.

  • Leverage existing programs and/or build new HR programs, knowledge and approaches to ensure timely and cost-effective solutions for designated business groups.
  • Ensure organizational effectiveness and associated change management for business partners, including implementation of strategic direction for organization design.
  • Provide advice, counsel and recommendations to business partners on all HR issues that do not align to Teva policies and/or are escalated to this position.
  • Acts as an integral member of the TCI leadership team to ensure HR leadership to support business priorities.
  • Coach Directors, Managers and Supervisors to develop leadership skills.
  • Provides expert advice regarding employee performance improvement counseling and progressive discipline process.
  • Promotes manager self-sufficiency to ensure timely completion of required hiring approval and HRIS documentation within AOP.

HR Manager

Partner with local, regional and global HR COE’s, HRBP’s and HRM’s to find solutions and build necessary skills and competencies to deliver to the designated workforce including but not limited to:

  • Performance management
  • Talent management
  • Total rewards, including the Specialty Sales Incentive Plan
  • Organizational design & effectiveness
  • Workforce planning
  • Cost of Labour, KPI’s, AOP support and analysis
  • Change management
  • Employee relations
  • Organization Health Survey
  • Talent acquisition
  • Participate in cross-functional HR and business unit projects.
  • Ensure appropriate governance as it relates to Teva policies and procedures, government legislation and regulatory requirements.
  • Support the Senior Director with various global, regional and local deliverables.
  • Partner with Shared Services COE to align, update, revise, and improve Teva Canada Policies.
  • Provides confidential Human Resources information and data to support employee-related business decisions.
  • French language translation support

Talent Management

Direct local coordination of succession planning, key talent/high-potential development opportunities to achieve business goals and create an internal bench of top talent.

  • Partner with functional and HRBP’s to identify and execute talent management strategies, identify gaps, and plan opportunities to support business initiatives.
  • Act as a liaison with HRBP and L&D COE and the business to coordinate development of talent management programs, systems, and processes to support the business.
  • Lead local succession planning process and identification and promotion of key talent.
  • Work with L&D COE to deploy a diversity plan that ensures a diverse talent pipeline and supports business objectives
  • Improve organizational effectiveness through the development and deployment of solutions to enhance leadership, improve, productivity, and drive a performance culture

HR Governance

Provide strategic HR leadership and guidance to the assigned business groups through the translation of business strategies into HR strategies that support the achievement of business goals, and the subsequent design, development, implementation and management of those strategies.

  • Work collaboratively across business unit’s to ensure that employees continue to grow personally and professionally and that the organization meets its stated growth objectives.
  • Align training and development initiatives with business strategies and cultural initiatives.
  • Maintain current industry information, including new thinking and new approaches.
  • Prioritize projects in order to execute programs that elevate extraordinary customer service results.
  • Continually build the company's stock of human capital and encourage employee development.




Completion of a relevant University degree or College diploma.



Completion of post-graduate education/certification in HR such or a designation




  • 7 to 10 years’ progressive experience in generalist HR roles in medium to large Commercial organization and additional experience in specialized HR disciplines, particularly in talent acquisition, compensation, and employee relations.
  • Fully Bilingual in French and English - oral and written

Functional Knowlege:

  • Knowledge of HRIS, strong proficiency in Microsoft Office applications (Excel, Word, PowerPoint, Outlook)

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