Date Posted:
2026-07-31
Country:
United States of America
Location:
US-IL-REMOTE
Position Role Type:
Unspecified
U.S. Citizen, U.S. Person, or Immigration Status Requirements:
U.S. citizenship is required, as only U.S. citizens are authorized to access certain necessary systems.
Security Clearance Type:
None/Not Required
Security Clearance Status:
Not Required
The Group Functions Talent Partner provides strategic talent leadership across the Finance, Legal, Communications, Global Government Relations and Corporate Strategy & Development 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 Learning Leader for Corporate and Enterprise Services, this leader will own the strategy and lead the execution of employee development across the business. This spans the employee life cycle and focuses on processes and tools that will accelerate employee career growth across all functions and roles. This role will partner closely with the RTX L&D team as well as with the functional learning partners. This leadership role is part of the Corporate and Executive Talent Team and reports to the Senior Director, Talent.
Travel requirement: 10%
What You Will Do:
Talent Strategy, Governance & Culture
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Lead the end-to-end talent strategy for Group Functions: leadership development, succession planning, executive readiness, and culture activation aligned to business goals.
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Establish and drive standardized talent philosophies, processes, and systems across Group Functions; set cadences for talent reviews, talent councils, and succession governance.
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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).
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Advise executives on workforce planning, talent risk, bench strength, and culture initiatives; translate business strategy into actionable talent outcomes.
Succession, Assessment & Executive Readiness
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Apply objective leadership assessments to inform development plans and calibrate successor readiness.
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Lead and facilitate talent reviews and councils; identify high potential talent, solidify robust slates, and ensure risk coverage for mission critical positions.
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Deliver executive level presentations and recommendations on slating and executive transactions, backed by data and scenario planning.
Talent Brokerage & Strategic Movement
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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.
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Partner with leaders and HR Business Partners to create development plans, career pathways, and targeted rotations; steward culture aligned talent decisions.
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Lead large‑scale re‑deployment efforts and risk outplacement when required; ensure movement decisions reflect culture and strategic priorities.
Analytics, Insights & Outcomes
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Use HR analytics and workforce intelligence to identify trends (e.g., readiness, diversity mix, attrition risk, movement velocity); convert insights into actionable strategies.
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Maintain dashboards for succession depth, time to slate, bench strength, critical role coverage, engagement, and retention; drive continuous improvement.
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Conduct scenario planning to anticipate pipeline gaps and opportunities; model options to protect business continuity.
Organizational Effectiveness & Enablement
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Partner with HRPs and COE experts to address team effectiveness, leader capability gaps, and change adoption for key transformations.
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Lead complex meetings, workshops, and training sessions with senior leadership to align on talent decisions, governance, and culture behaviors.
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Apply program and project management methods to deliver initiatives on time, with clear milestones, change plans, and stakeholder engagement.
Complexity & Scope
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Navigate high visibility, enterprise-wide initiatives requiring strong negotiation, influence, and stakeholder alignment.
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Tailor end-to-end talent solutions to meet diverse, evolving business needs across a complex global environment.
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Engage deeply with leaders and key talent to drive informed, data-backed talent decisions.
Qualifications You Must Have:
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Typically requires: A University Degree or equivalent experience and minimum 12 years prior relevant experience, or An Advanced Degree in a related field and minimum 10 years experience
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Minimum of 16 years of relevant HR experience with demonstrated expertise in talent management.
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Experience leading teams or managing people.
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Proven ability to translate business strategy into actionable talent initiatives.
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Bachelor's degree required.
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Previous experience as a Talent Parter and an HR Business Partner
Qualifications We Prefer:
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Strong executive presence with the ability to influence senior leaders.
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Demonstrated success driving large-scale change and transformation.
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Highly collaborative with strong relationship building skills.
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Excellent problem-solving abilities with a focus on execution and outcomes.
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Self-directed, organized, and capable of managing multiple priorities simultaneously
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Master’s degree in Human Resources, Organizational Development, Business, or related field.
Please ensure the role type defined below is appropriate for your needs before applying to this role. This position is classified as:
Remote: Employees who are working in Remote roles will work primarily offsite (from home). If you live within a reasonable commute of an RTX site with other colleagues you interact with, your manager will discuss whether there is a degree of onsite presence associated with this role.
As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote.
The salary range for this role is 157,200 USD - 298,800 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate’s work experience, location, education/training, and key skills.
Hired applicants may be eligible for benefits, including but not limited to, 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 are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement.
Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company’s performance.
This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply.
RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window.
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 qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act.
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