HR Business Partner, Engineering (Hybrid)

RTX•East Hartford, CT

1d•$107,500 - $204,500•Hybrid

About The Position

Pratt & Whitney is seeking a passionate HR Business Partner to help drive transformation within the company. This role is a strategic individual contributor responsible for providing human resources leadership to key business initiatives. The HR Business Partner will support senior leaders in driving the talent agenda, building organizational capability, and managing large change and organizational initiatives to ensure high-performing teams. Up to 25% travel may be required to support business needs.

Requirements

Bachelor's Degree and 8 years of progressive HR experience, OR an Advanced Degree and 5 years of progressive HR experience.
Ability to effectively and clearly convey information, ideas, and emotions, both verbally and nonverbally, and to actively listen and understand others.
Individuals can prepare and present materials for both executive and non-executive audiences that are clear, engaging, and impactful.
Drive initiatives to shape and embed organizational culture, influence behavior, and reinforce values to support business ambitions.
Experience as a strategic HR business partner in a manufacturing, aerospace, or defense environment.
Demonstrated ability to coach and influence leaders to elevate their impact.
Proven track record of driving HR priorities that align with business strategy.
Experience in a complex, matrixed organization.
This job requires a U.S. Person.

Responsibilities

Drive the talent agenda by providing guidance and support to leaders in aligning and executing people strategies with business objectives.
Integrate RTX values into business and people processes to build and sustain a culture that develops talent and fosters employee engagement.
Manage change and initiatives by collaborating with key stakeholders to develop and execute projects across the organization that support organizational effectiveness, employee experience, and successful adoption of change initiatives.
Support managers in analyzing team structures and role responsibilities to ensure alignment with business objectives.
Provide recommendations on reporting lines, spans of control, and job leveling for smaller organizational changes.
Collaborate with stakeholders to implement workforce planning initiatives and talent mobility programs.
Build organizational capability by maintaining a comprehensive understanding of the business environment to proactively address challenges and opportunities.
Operationalize strategies to meet current and future workforce needs in alignment with organizational priorities.
Offer strategic insights and actionable recommendations to enhance leadership capabilities and team performance.
Serve as a trusted advisor and ambassador for business leadership and employees.
Provide coaching, mentorship, and facilitation to cultivate high-performing teams, capable of navigating challenges and change.
Influence and guide decision-making within the function.
Provide HR counsel and expertise to optimize business processes and performance.
Support leaders in building effective teams by facilitating team dynamics workshops, conflict resolution, and collaboration practices.
Activate and embed employee experience practices that enable leaders to build effective organizations aligned to business strategy.
Offer guidance, support, recognition, and foster a positive work environment that enhances job satisfaction, productivity, and overall organizational success.