Associate Director, Talent Management - Group Functions Talent Partner (Remote)
- for any list of duties/requirements/benefits. So we need to make a list for responsibilities. Each duty could be a list item. We have headings: Talent Strategy, Governance & Culture; Succession, Assessment & Executive Readiness; Talent Brokerage & Strategic Movement; Analytics, Insights & Outcomes; Organizational Effectiveness & Enablement; Complexity & Scope. Under each heading there is prose. We could make each heading as a list item with the prose inside. Or we could keep headings as
inside
- ? Probably better: each
- contains the heading as maybe or just text. Since we cannot add extra tags beyond
,
- ,
. We can put inside
- ? Not prohibited but maybe safer to just put plain text with heading and description. We'll 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.
etc. - Requirements: The citizenship requirement, security clearance none, travel 10%, maybe also "U.S. citizenship is required". Also maybe "Position Role Type: Unspecified" not needed. We'll include: U.S. citizenship required; Security clearance not required; Travel requirement: 10% (maybe as part of Requirements). Also maybe location remote? But location is more about role. We'll keep location in About the role. - Qualifications: combine "You Must Have:" and "Qualifications We Prefer:" maybe separate sections? The instruction says use sections: Qualifications (maybe combine both must have and preferred). Could split into Requirements vs Qualifications? Usually Requirements are mandatory, Qualifications are preferred. We have both. We'll put mandatory under Requirements? Actually we already used Requirements for citizenship etc. Could also put mandatory qualifications under Qualifications. But we have separate "Qualifications You Must Have:" and "Qualifications We Prefer:". We'll treat them as Qualifications section with two subparts? But we must not create thin sections. Could combine into one Qualifications section with two lists: Must Have and Preferred. Use- for each list? Might be confusing. Perhaps better: Have Qualifications section with two subheadings? But we cannot use headings other than
for section headings. Subheadings not allowed? Not specified. We could just list all qualifications as bullet points, maybe marking with (Preferred) etc. But we need to preserve all info. We'll create Qualifications section with two
- lists: one for Must Have, one for Preferred, each preceded by a
- list of benefits.
- Pay: we have salary range. We'll create Pay section with a
containing the range. - Schedule: not present, omit. - Also we might include a short p for metadata like Date Posted, Location, Country. Could be part of About the role or separate? The instruction says do not put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. So we can include a short p at top with Date Posted, Location, Country. Not a heading. Thus final HTML:
Date Posted: 2026-09-24 | Country: United States of America | Location: US-IL-REMOTE (Remote)
About the role
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%. U.S. citizenship is required, as only U.S. citizens are authorized to access certain necessary systems. Security clearance is not required.
Responsibilities
- 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
indicating which. That's acceptable. - Skills: Not explicitly listed separate from qualifications. Could be omitted if no specific skills section. The posting includes skills like "Strong executive presence", "Demonstrated success driving large-scale change", etc. Those are qualifications/preferred. We'll include them under Qualifications Preferred. - Benefits: we have benefits description. We'll create Benefits section with a
- list of benefits.
- Pay: we have salary range. We'll create Pay section with a
- ,