Strategic HR Business Partner supporting leadership across the southeastern United States to drive people strategy and HR initiatives aligned with business goals.
Responsibilities
Collaborate with senior leaders to develop and execute HR strategies
Act as a trusted advisor to all levels of leadership
Partner with leadership to identify people-related challenges
Ensure alignment between business goals and HR initiatives
Support all phases of merger and acquisition activity
Requirements
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus
The Compensation & Benefits Manager supports the administration and ongoing maintenance of the Company’s U.S. compensation and benefits programs, providing analytical support, data reporting, and day-to-day operational assistance.
Responsibilities
Administer and maintain salary structures, pay evaluations, and pay grades, ensuring data accuracy and alignment with internal processes.
Manage annual compensation processes including merit increases, bonus administration, and salary planning cycles.
Conduct market pricing and benchmarking using compensation surveys and available market data.
Support pay equity analyses by gathering data, preparing reports, and assisting with documentation.
Prepare standard compensation reports and dashboards to support internal decision-making.
Provide HR generalist support to Teva’s US Commercial business unit with a focus on the US Innovative Medicines field sales organization.
Compensation
The annual starting salary for this position is between $98,800 - $123,500 annually.
Responsibilities
Establish partnerships across the HR organization including Centers of Expertise and HR Operations to deliver value added service to management and employees.
Works closely with management and employees to review, recommend and implement process improvements relative to onboarding, employee engagement, and retention to accelerate business performance.
Partner with Talent Acquisition to interview, attract and retain top sales talent.
Addresses and resolves employee concerns or conflicts in a proactive and fair manner; partners with our Employee Relations COE for complex cases. Conducts effective, thorough, and objective investigations as appropriate.
In partnership with leaders, facilitates Performance Improvement Plans for employees with below standard performance.
A hands-on senior individual contributor role focused on owning the people analytics roadmap, building trusted data and reporting, and turning insights into practical improvements across the employee lifecycle.
Compensation
US Zone 3: $147,475 - $173,500, US Zone 4: $137,275 - $161,500
Responsibilities
Own the analytics roadmap.
Prioritize the People organization’s most important workforce, talent, and operational questions.
Build trusted people data by partnering with HRIS and data owners to maintain reliable datasets and pipelines.
Improve People processes by analyzing onboarding, employee changes, and offboarding to find bottlenecks.
Measure operational performance using metrics for service demand, cycle times, and resolution quality.
HR Business Partner supporting Single Aisle Operations in Toulouse, France, driving talent acquisition, performance management, change management and HR analytics for a production population of ~350 employees.
Responsibilities
Implement HR strategies aligned with operational goals
Act as trusted advisor on employee relations and union collaboration
Drive talent acquisition, performance management and key HR campaigns
Utilize HR analytics to assess workforce trends
Coordinate all HR activities for the Saint-Martin sites
Requirements
Master’s degree in Human Resources, Business Administration, or a related field
We are seeking a proactive, collaborative, and results-oriented HR Project Manager to lead critical human resources initiatives that improve how we attract, develop, engage, and retain talent.
Compensation
The annual salary for this position is between $117,500.00 - $234,500.00 annually. Factors which may affect pay within this range include, but are not limited to, skills, education, experience, and other unique qualifications of the successful candidate.
Responsibilities
Lead the planning, execution, governance, and evaluation of HR projects and programs aligned to business and talent priorities.
Develop clear project plans, timelines, milestones, communication plans, and success measures to ensure initiatives are delivered on time and with measurable impact.
Partner with HR Business Partners, Talent Acquisition, Talent Management, Total Rewards, HR Operations, HR Technology, Legal, Finance, and business leaders to design and implement solutions.
Support programs related to workforce planning, recruiting, onboarding, employee engagement, career development, retention, manager capability, HR process improvement, and organizational change.
Facilitate stakeholder engagement, decision-making, and issue resolution across multiple workstreams and levels of the organization.
Requirements
Bachelor's degree
Nice to have: post-graduate degree
Nice to have: PMP
Nice to have: CAPM
Nice to have: Agile
Skills
Benefits
10 Company Holidays and Paid Time Off starting at 13 days annually
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