Associate Director, Talent Management - Group Functions Talent Partner (Remote)

The Group Functions Talent Partner provides strategic talent leadership across Finance, Legal, Communications, Global Government Relations, and Corporate Strategy & Development organizations. In this role you will own the strategy and lead the execution of employee development across the business, partnering with the RTX L&D team and functional learning partners. This leadership role is part of the Corporate and Executive Talent Team and reports to the Senior Director, Talent. What You Will Do Talent Strategy, Governance & Culture Lead the end‑to‑end talent strategy for Group Functions: leadership development, succession planning, executive readiness, and culture activation aligned to business goals. Establish and drive standardized talent philosophies, processes, and systems across Group Functions; set cadences for talent reviews, talent councils, and succession governance. Serve as the voice of the business to L&D COE; co‑create enterprise solutions tailored to functions’ needs (selection, assessment, coaching, development, movement, performance, recognition, well‑being). Advise executives on workforce planning, talent risk, bench strength, and culture initiatives; translate business strategy into actionable talent outcomes. Succession, Assessment & Executive Readiness Apply objective leadership assessments to inform development plans and calibrate successor readiness. Lead and facilitate talent reviews and councils; identify high‑potential talent, solidify robust slates, and ensure risk coverage for mission‑critical positions. Deliver executive‑level presentations and recommendations on slating and executive transactions, backed by data and scenario planning. Talent Brokerage & Strategic Movement Act as an internal talent broker: build deep knowledge of key roles and critical talent; engineer cross‑organizational moves that advance both capability and career velocity. Partner with leaders and HR Business Partners to create development plans, career pathways, and targeted rotations; steward culture‑aligned talent decisions. Lead large‑scale re‑deployment efforts and risk outplacement when required; ensure movement decisions reflect culture and strategic priorities. Analytics, Insights & Outcomes Use HR analytics and workforce intelligence to identify trends (readiness, diversity mix, attrition risk, movement velocity); convert insights into actionable strategies. Maintain dashboards for succession depth, time to slate, bench strength, critical role coverage, engagement, and retention; drive continuous improvement. Conduct scenario planning to anticipate pipeline gaps and opportunities; model options to protect business continuity. Organizational Effectiveness & Enablement Work with HRPs and COE experts to address team effectiveness, leader capability gaps, and change adoption for key transformations. Lead complex meetings, workshops, and training sessions with senior leadership to align on talent decisions, governance, and culture behaviors. Apply program and project management methods to deliver initiatives on time, with clear milestones, change plans, and stakeholder engagement. Complexity & Scope Navigate high‑visibility, enterprise‑wide initiatives requiring strong negotiation, influence, and stakeholder alignment. Tailor end‑to‑end talent solutions to meet diverse, evolving business needs across a complex global environment. Engage deeply with leaders and key talent to drive informed, data‑backed talent decisions. Qualifications You Must Have University degree or equivalent experience and a minimum of 12 years of prior relevant experience, or an advanced degree in a related field and approximately 10 years of experience. Minimum of 16 years of relevant HR experience with demonstrated expertise in talent management. Experience leading teams or managing people. Proven ability to translate business strategy into actionable talent initiatives. Bachelor’s degree required. We Prefer Strong executive presence with the ability to influence senior leaders. Demonstrated success driving large‑scale change and transformation. Highly collaborative with strong relationship‑building skills. Excellent problem‑solving abilities focused on execution and outcomes. Self‑directed, organized, and capable of managing multiple priorities simultaneously. Master’s degree in Human Resources, Organizational Development, Business, or related field. Benefits Salary range: $157,200USD–$298,800USD. Hired applicants may be eligible for benefits including medical, dental, vision, life insurance, short‑term disability, long‑term disability, 401(k) match, flexible‑spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits depend on the business unit and whether the position is covered by a collective‑bargaining agreement. Hired applicants may also be eligible for annual short‑term and/or long‑term incentive compensation programs, dependent on level and coverage. Payments under these programs are not guaranteed and depend on various performance factors. EEO & Privacy Statement RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for individuals with a disability and protected veterans in compliance with Section503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act. For privacy policy and terms, click the link to read the policy. #J-18808-Ljbffr Prattwhitney