Senior Manager, Succession Management and Strategic Projects (Remote)

Date Posted:

2026-07-06

Country:

United States of America

Location:

US-NC-REMOTE

Position Role Type:

Remote

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

At RTX, the world's largest aerospace and defense company, 185,000 great minds are united by purpose and inspired to make a difference solving the world’s most complex problems. With our three market leading businesses, world-class operations and investments in research and development, we offer capabilities and opportunity no one else can. Together, we push the boundaries of known science and find new ways to connect and protect our world. Join us and help shape the future of aerospace and defense.

Sr. Manager, Succession Management and Strategic Projects

The Sr. Manager, Succession Management and Strategic Projects plays a key role in advancing the maturity of enterprise succession practices. The position guides and influences how the organization defines, executes, and improves succession elements in partnership with senior leadership, HR teams, and Digital Technology. The role ensures succession work is elevated, understood, and positioned to support long term organizational capability.

In addition to succession responsibilities, the role actively contributes to other emerging and high visibility strategic initiatives within the Talent Management portfolio. This includes helping shape new enterprise processes, improving leader and organizational insights, supporting talent related transformations, and ensuring that all work aligns with evolving organizational strategy and future talent needs.

What You Will Do:

Strategic Leadership

• Provide strategic guidance on success management and future talent management initiatives across the enterprise.
• Partner with senior leaders and HR teams to understand needs and shape recommendations.
• Support the refinement and alignment of enterprise succession management practices and tools.
• Synthesize insights and trends to inform decisions and future planning.
• Ensure succession management and future talent projects connect effectively to broader enterprise and HR initiatives.

Project and Program Management

• Lead and support large-scale, cross-functional succession management process and technology enhancements.
• Build clear project plans, timelines, risks, and resource requirements.
• Manage stakeholder engagement and decision-making across functions.
• Coordinate with communications, legal, and HR partners to ensure readiness.
• Oversee vendor coordination and performance where applicable.

Technology and Solutions Oversight

• Partner with Digital Technology on Workday and other talent platforms.
• Translate process needs into system functionality and improvements.
• Support system testing, validation, and rollout of enhancements.
• Promote data quality and reporting accuracy across talent systems.
• Represent talent management needs in enterprise technology discussions.

Change Management and Adoption

• Develop change and communication plans for succession management rollout and future talent initiatives.
• Ensure HR teams and leaders receive training and enablement materials.
• Assess readiness and identify adoption risks or barriers.
• Recommend solutions to support consistent and sustained use of new practices.
• Guide stakeholders through transitions to updated talent processes.

Succession and Talent Expertise

• Serve as the subject matter expert for enterprise succession practices.
• Provide guidance on succession expectations, lifecycle steps, and best practices.
• Support integration of succession practices with broader talent processes.
• Offer insights on leadership pipeline needs and talent movement trends.
• Recommend enhancements based on industry developments and organizational priorities.

Qualifications You Must Have:

• A university degree or equivalent experience and minimum 10 years of relevant professional experience, or an advanced degree and minimum 7years of experience.
• Experience in talent management, HR strategy, or related fields, with strong exposure to succession or talent practices.
• Demonstrated ability to lead complex, cross-functional projects.
• Experience working with senior leaders, HR teams, and technology partners.
• Ability to convert business needs into clear process and system requirements.
• Strong communication, analytical, and problem-solving skills.
• Experience with Workday or comparable HR technology platforms.
• Prior experience translating complex data into executive-ready materials.
• Facilitation skills with senior leaders and cross-functional teams.

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 132,400 USD - 251,600 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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