Associate Director, Performance Management

RTX

2d•Remote

About The Position

At RTX, the world largest aerospace and defense company, 185,000 great minds are united by purpose and inspired to make a difference solving the world’s most complex problems. With our three market leading businesses, world-class operations and investments in research and development, we offer capabilities and opportunity no one else can. Together, we push the boundaries of known science and find new ways to connect and protect our world. Join us and help shape the future of aerospace and defense. Associate Director, Talent Management - Performance Management The Associate Director of Performance Management within the Talent COE is responsible for designing, implementing, and evolving enterprise-wide performance strategies that drive a high-performance culture. This role partners closely with senior HR leadership, business executives, and cross-functional stakeholders to align performance management practices with organizational goals, leadership development, and workforce planning at scale. What You Will Do Strategy & Program Leadership Lead the design and continuous improvement of the company’s global performance management framework, including goal-setting, feedback, and annual review processes. Drive alignment between performance management, business strategy, and talent priorities across a complex, matrixed organization. Introduce innovative, data-driven approaches to performance, including continuous performance management. Enterprise Implementation Oversee global rollout and adoption of performance programs across 185,000+ employees, ensuring consistency with flexibility for regional/business nuances. Partner with HR Partners (HRPs) and Talent Leaders to embed performance practices into day-to-day operations. Ensure performance cycles are executed effectively and on time Data, Insights & Analytics Leverage people analytics to assess effectiveness of performance programs and inform decision-making. Identify trends and recommend interventions to address performance gaps Integration with other COEs. Partner with HR and COEs teams to ensure alignment and integration across the talent lifecycle and other HR processes. Support integration of performance outcomes into compensation, promotion, and succession decisions. Collaborate with HRIS teams to optimize performance management systems and tools. Change Management & Communication Lead change management strategies to drive adoption of new performance initiatives. Develop clear communication, change, and training materials for leaders and employees. Promote a culture of continuous feedback, accountability, and growth.

Requirements

Typically requires a University Degree in HR, Business, Organizational Psychology, or related field or equivalent experience and minimum 12 years prior relevant experience, or An Advanced Degree in a related field and minimum 10 years experience.
Experience in Talent Management, Performance Management, or HR Strategy.
Experience operating in large, complex, global organizations (50,000+ employees preferred).
Prior experience designing, scaling and maintaining enterprise talent programs.

Nice To Haves

Master’s Degree or MBA
Experience with modern performance methodologies (e.g., OKRs, continuous feedback models)
Strong analytical skills with experience using HR analytics tools (e.g., Workday, SAP, and SuccessFactors)
Strategic thinking and enterprise mindset
Executive presence and influencing skills
Data-driven decision-making
Change leadership
Strong program and project management
Collaboration across global, matrixed environments

Responsibilities

Lead the design and continuous improvement of the company’s global performance management framework, including goal-setting, feedback, and annual review processes.
Drive alignment between performance management, business strategy, and talent priorities across a complex, matrixed organization.
Introduce innovative, data-driven approaches to performance, including continuous performance management.
Oversee global rollout and adoption of performance programs across 185,000+ employees, ensuring consistency with flexibility for regional/business nuances.
Partner with HR Partners (HRPs) and Talent Leaders to embed performance practices into day-to-day operations.
Ensure performance cycles are executed effectively and on time
Leverage people analytics to assess effectiveness of performance programs and inform decision-making.
Identify trends and recommend interventions to address performance gaps
Partner with HR and COEs teams to ensure alignment and integration across the talent lifecycle and other HR processes.
Support integration of performance outcomes into compensation, promotion, and succession decisions.
Collaborate with HRIS teams to optimize performance management systems and tools.
Lead change management strategies to drive adoption of new performance initiatives.
Develop clear communication, change, and training materials for leaders and employees.
Promote a culture of continuous feedback, accountability, and growth.