Associate Director, Talent Management - Group Functions Talent Partner (Remote)

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.

10% What You Will Do: Talent Strategy, Governance & Culture Lead the end-to-end talent strategy for Group Functions: leadership development, succession planning, executive readiness, and culture activation aligned to business goals. Establish and drive standardized talent philosophies, processes, and systems across Group Functions; set cadences for talent reviews, talent councils, and succession governance. 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). Advise executives on workforce planning, talent risk, bench strength, and culture initiatives; translate business strategy into actionable talent outcomes. Succession, Assessment & Executive Readiness Apply objective leadership assessments to inform development plans and calibrate successor readiness. 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. Talent Brokerage & Strategic Movement 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. Analytics, Insights & Outcomes 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. Organizational Effectiveness & Enablement Partner with HRPs and COE 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