Director, Talent Management – Enterprise Services & Digital Technology Talent Partner (Remote)

RTX

1d•Remote

About The Position

At RTX, the world's 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 three market-leading businesses, world-class operations, and investments in research and development, RTX offers capabilities and opportunities unmatched by others. The Enterprise Services & Digital Technology (ES|DT) Talent Partner provides strategic talent leadership across the global ES and Digital organizations. This role drives integrated talent solutions, oversees enterprise succession planning, and enables strong leadership pipelines to support current and future business needs. As the Talent Management Leader for Corporate and Enterprise Services, this leader partners with HR COEs and business executives to deliver consistent, effective talent management strategies, tools, and processes.

Requirements

A 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.
Minimum of 14 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.
Previous experience as a Talent Partner and an HR Business Partner.

Nice To Haves

Master’s Degree in Human Resources, Organizational Development, Business, or related field.
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 with a focus on execution and outcomes.
Self-directed, organized, and capable of managing multiple priorities simultaneously.

Responsibilities

Lead the end-to-end talent strategy for ES|DT: leadership development, succession planning, executive readiness, and culture activation aligned to business goals.
Establish and drive standardized talent philosophies, processes, and systems across ES and DT; set cadences for talent reviews, talent councils, and succession governance.
Serve as the voice of the business to HR COEs; co‑create enterprise solutions tailored to ES|DT 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.
Apply objective leadership assessments to inform development plans and calibrate successor readiness for critical roles (focus on L2–L4 levels and deeper bench).
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.
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.
Use HR analytics and workforce intelligence to identify trends (e.g., 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.
Partner with HRPs and CCOE 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.
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.