Director, RTX Rotational Programs (Remote)

RTX•US-CT-REMOTE, CT

6d•$186,200 - $353,800•Remote

About The Position

The Director, RTX Rotational Programs, is a strategic enterprise leader responsible for shaping and delivering RTX’s emerging professionals leadership pipeline. This role owns a portfolio of rotational programs that serve as a critical feeder for future functional and business leaders across RTX. Operating at the intersection of talent strategy, business priorities, and executive engagement, this leader will define how rotational programs accelerate readiness, strengthen succession pipelines, and deliver measurable business impact. This role requires a deep expertise in rotational program design and outcomes.

Requirements

University Degree or equivalent experience and minimum 14 years prior relevant experience, or an Advanced Degree in a related field and minimum 12 years experience
Deep, demonstrated experience leading rotational or leadership development programs at scale
Proven ability to operate as a strategic partner to senior executives and influence enterprise-level decisions
Strong track record of leading complex, multi-stakeholder initiatives with measurable business and talent outcomes
Exceptional program and project management discipline, with the ability to drive execution across a highly matrixed environment
Experience building and managing governance models, operating structures, and scalable talent systems
Strong business acumen and ability to connect talent strategies to business performance and workforce planning
Executive presence with the ability to translate complexity into clear, compelling narratives
U.S. citizenship is required, as only U.S. citizens are authorized to access information under this program/contract.

Nice To Haves

Owns a critical enterprise talent pipeline, not just individual programs
Direct, ongoing engagement with senior-most leaders across RTX
Balances strategy, influence, and operational excellence at scale
Accountable for real talent outcomes, not just program delivery

Responsibilities

Define and evolve the enterprise strategy for emerging professionals rotational programs, ensuring alignment to RTX’s leadership expectations and long-term workforce needs
Position rotational programs as a strategic talent feeder that delivers differentiated capability and bench strength across the enterprise
Translate enterprise workforce and succession priorities into targeted program design, scale, and capability focus areas
Serve as a strategic partner to senior executive and functional leaders across RTX
Shape and influence enterprise talent decisions, including hiring targets, rotation placements, and final placement outcomes
Enable and prepare executives to engage in key program moments (selection, development experiences, talent reviews)
Influence enterprise talent decisions through clear insights, data, and strong executive presence
Lead a portfolio of rotational programs across multiple functions, ensuring consistency in standards while enabling functional relevance
Establish and enforce enterprise governance, operating rhythms, and decision frameworks
Ensure programs are designed and executed as an integrated system, not standalone experiences
Drive best-in-class program management discipline across all programs—planning, execution, risk management, and delivery at scale
Oversee complex, high-visibility processes including enterprise-wide rotations, global mobility, talent reviews, and placement decisions
Ensure operational excellence across all touchpoints, balancing scale, consistency, and participant experience
Lead budget strategy and investment allocation, ensuring ROI and alignment to business impact
Own program outcomes including quality of hire, readiness acceleration, retention, and post-program placement success
Ensure rotational experiences are intentional, differentiated, and aligned to future leadership capability needs
Partner across Talent, HR, and the business to ensure strong conversion into critical roles and long-term leadership pipelines
Use data and insights to evaluate effectiveness and inform ongoing program evolution
Benchmark externally and incorporate leading practices to maintain a competitive, forward-looking portfolio
Continuously refine programs based on business feedback, participant outcomes, and enterprise priorities
Lead and develop a team of Program Managers, building a culture of accountability, operational excellence, and enterprise mindset
Elevate program management capability, ensuring the team operates with precision, scalability, and strong stakeholder alignment