Director, Succession Strategy & Development

Date Posted:

2025-03-12

Country:

United States of America

Location:

HCT99: Field Office - CT Remote Location, Remote City, CT, 06101 USA

Position Role Type:

Remote

U.S. Citizen, U.S. Person, or Immigration Status Requirements:

Security Clearance:

None/Not Required

The Director, Succession Strategy & Development will be responsible for driving and executing talent management strategies focused on developing and maintaining a strong leadership pipeline. This role will oversee the talent review process, govern talent sharing process, and lead development initiatives to close succession gaps within the organization. Reporting to the Director of Talent Management, this position will take on key responsibilities in talent management strategy and execution, while also acting as a deputy to the Director of Talent Management. This role will work closely with talent partners and HR leaders to ensure the organization’s future leadership needs are met by cultivating high-potential leaders for critical roles.

What You Will Do:

• Leadership Pipeline Development: Own and implement the strategy to build a strong leadership pipeline. Focus on developing high-potential leaders through targeted programs and experiences to ensure readiness for future leadership roles.

• Deputy Responsibilities: Act as a deputy to the Director of Talent Management, leading talent management efforts and stepping in as needed to ensure successful implementation of initiatives, as well as managing talent management activities during the leader’s absence.

• Talent Management Strategy & Execution: Lead strategy for talent management across the organization. Manager and execute initiatives focused on building a high-performing leadership pipeline that meets current and future organizational needs.

• Succession Planning & Talent Reviews: Manage the talent review process to identify leadership gaps and create strategies to address them. Work closely with talent partners and HR leaders to ensure strong succession plans are in place.

• Leadership Development Programs: Design and improve leadership development programs to ensure a steady stream of leaders ready for future challenges. Align programs with the organization’s goals and leadership needs.

• Program Facilitation & Execution: Lead and support the delivery of leadership development programs, ensuring they meet organizational goals and provide a positive impact. Continuously assess and adjust programs to improve outcomes.

• Data-Driven Decision Making: Use data insights to understand the success of leadership development programs and identify areas for improvement. Drive data-driven discussions and action planning with talent partners and HR leaders.

• Executive Slating Process Ownership: Lead the process for selecting top talent for executive roles. Partner with HR leaders, talent partners, and talent acquisition teams to ensure the right candidates are identified for key positions.

• Strategic Talent Partnerships: Work closely with other HR teams and business leaders to ensure talent strategies support the company’s priorities and objectives.

• Travel up to 15%

Qualifications You Must Have:

• Typically requires a University Degree and minimum 14 years prior relevant experience or an Advanced Degree in a related field and minimum 12 years of experience or in absence of a degree, 18 years of relevant experience.

• Must be authorized to work in the U.S. without sponsorship now or in the future. RTX will not offer sponsorship for this position.

• Data acumen and experience using data to inform decisions.

• Experience working with business and HR leaders to implement talent strategies.

• HR Business Partner experience.

• Proficiency in Microsoft Office Suite (PowerPoint, Excel)

Qualifications We Prefer:

• Experience working in a global, matrixed organization.

• Strong facilitation and leadership development skills.

• Proven experience in leading leadership development programs and succession planning.

• Experience managing executive slating processes and driving talent management initiatives.

• Certification in coaching, leadership development, or change management.

• Clear written and verbal communication skills with the ability to influence senior leaders and engage stakeholders at all levels

What We Offer:

Some of our competitive benefits package includes:   

• Medical, dental, and vision