• Ensure organizational compliance with federal, state, and local labor laws and regulations (e.g., FLSA, FMLA, EEO, ADA, wage and hour laws). • Monitor and interpret changes in employment laws and regulations; proactively recommend and implement necessary updates to policies, procedures, and practices. • Identify enterprise-wide compliance risks and lead cross-functional initiatives to mitigate exposure and strengthen organizational controls. • Lead and coordinate responses to external agency claims and complaints (e.g., EEOC, DOL), partnering with internal stakeholders and legal counsel to ensure timely, accurate, and compliant resolution. • Partner with legal counsel to proactively assess employment-related risks and ensure HR policies, practices, and programs align with current legal and regulatory requirements. • Establish governance and audit mechanisms to ensure compliance across all HR functions. • Maintain and update HR policies, procedures, and the employee handbook to ensure alignment with legal requirements and organizational standards. • Lead internal HR compliance audits, including documentation reviews, process audits, and remediation planning. • Serve as the primary HR point of contact for internal and external audits. • Ensure consistent application of HR policies and compliance standards across departments. • Manage and continuously improve HR compliance documentation and recordkeeping practices. • Partner with HR teams to ensure background check processes are compliant with applicable laws and organizational standards, including establishing appropriate controls and monitoring mechanisms. • Provide compliance oversight for HR programs such as background checks, employee records management, document retention, onboarding and offboarding processes, leave administration, ADA accommodations, workers’ compensation and safety programs, and employee classification, ensuring alignment with applicable laws and organizational standards. • Ensure proper classification of employees (e.g., exempt/non-exempt) and adherence to wage and hour regulations. • Review HR processes (e.g., onboarding, offboarding, leave administration) to ensure compliance and identify improvement opportunities. • Partner cross-functionally with Payroll, Benefits, Talent Acquisition, and HR teams to ensure alignment with compliance requirements. • Partner with People Enablement to support and deliver training on HR compliance, policies, and regulatory requirements. • Educate managers and HR team members on compliance-related topics and best practices. • Develop tools, resources, and guidance to support consistent and compliant HR practices. • Ensure required compliance trainings (e.g., anti-harassment, workplace violence prevention) are implemented and completed in accordance with legal and regulatory requirements, including establishing tracking, reporting, and retraining mechanisms.

• Assist with the development and implementation of policies and procedures. • Manage the unemployment claim process. • Support worker’s compensation, leaves of absence and benefits administration. • Work with leaders and staff to foster positive employee relations and resolve conflicts. • Conduct thorough, unbiased employee investigations and recommend course of action. • Maintain HR file compliance by conducting background rechecks, interpreting results and assisting with audit preparation. • Recredential staff as applicable. • Responsible for full cycle recruitment, pre-employment and onboarding. • Research and develop job descriptions for new or changing roles within the organization. • Perform other HR related duties as needed. • Use a trauma-informed approach in their daily work and interactions with others using the principles of CARE: Developmentally Focused, Family Involved, Relationship Based, Competence Centered, Trauma Informed, and Ecologically Oriented.

Deine Aufgaben - Verantwortung für den gesamten Recruiting-Prozess sowie Entwicklung zielgerichteter Recruiting-Strategien für alle Rollen. - Active Sourcing, datenbasiertes Stellenanzeigen-Management und Auswahl bzw. Evaluierung der effektivsten Recruiting-Kanäle. - Enge Zusammenarbeit mit Department Heads sowie Aufbau und Pflege eines Talent Pools für aktuelle und zukünftige Hiring Needs. - Mitgestaltung der Recruiting- und People-Strategie inklusive Optimierung und Standardisierung zentraler HR-, Recruiting- und Admin-Prozesse. - Mitarbeit an Employer-Branding-Initiativen und People-&-Culture-Projekten wie Onboarding, Mitarbeiterbindung und HR-KPIs. - Aktive Beteiligung am Aufbau und der Weiterentwicklung eines skalierbaren People Departments. Dein Profil - Studium im Bereich BWL, Psychologie, Personalmanagement oder gleichwertige Erfahrung im Recruiting-/HR-Bereich. - Mehrjährige Erfahrung im Recruiting – idealerweise im Tech-/SaaS-Umfeld oder in einem schnell wachsenden Startup. - Sehr gute Kenntnisse im Active Sourcing, Interviewführung und Auswahlverfahren. - Interesse an HR-Generalist-Themen sowie Grundwissen im Arbeitsrecht und HR Admin. - Ausgeprägte Kommunikationsstärke, Empathie und die Fähigkeit, Stakeholder souverän zu begleiten. - Selbstständige, proaktive Arbeitsweise sowie exzellente Organisations- und Priorisierungsfähigkeiten. - Fließende Deutschkenntnisse sowie sehr gute Englischkenntnisse. Warum wir? - Flexible Arbeitsgestaltung: Ob in Stuttgart, Hamburg, Berlin oder fully remote – arbeite dort, wo Du am produktivsten bist. Teilzeit, Vollzeit – Du entscheidest! - Gestaltungsfreiraum: Wir sind ein motiviertes Start-up-Team ohne Hierarchieebenen. Bei uns kannst Du Deine Ideen umsetzen und den Kurs aktiv mitbestimmen. - Wachstumschancen: Deine persönliche und berufliche Weiterentwicklung ist uns wichtig – wir bieten Dir vielfältige Möglichkeiten, Dich in neue Richtungen zu entwickeln. - Sinnstiftende Aufgabe: Du arbeitest nicht nur für einen Job, sondern für eine Mission: die Energiewende. In fünf Jahren kannst Du stolz sagen, dass Du Teil davon warst! - Schnelle Lernkurve und Eigenverantwortung: Von Tag 1 an bist Du mitten im Geschehen. Wir setzen auf Dich und Deine Fähigkeiten und unterstützen Dich in Deiner Entwicklung. - Innovatives Umfeld: Wenn Du die Energie eines agilen Teams liebst und gerne eigenverantwortlich arbeitest, bist Du bei uns genau richtig!

Date Posted: 2026-03-26Country: United States of AmericaLocation: US-SC-REMOTEPosition Role Type: RemoteU.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 RequiredSecurity Clearance Status: Not Required At RTX, the world 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. Raytheon brings the strength of more than 100 years of experience and renowned engineering expertise to meet the needs of today’s mission and stay ahead of tomorrow’s threat. We deliver solutions that help our nation and allies defend freedoms and deter aggression, creating a safer, more secure world. Join us and help shape the future of aerospace and defense. The Sr. Manager of Talent Acquisition Strategy serves as both a strategic thought partner and operational right hand to the Head of Raytheon Talent Acquisition, leading enterprise-level talent acquisition initiatives while driving alignment, execution, and accountability across the talent acquisition function. This hybrid role blends talent acquisition strategy, organizational planning, and chief-of-staff capabilities to shape and deliver on key workforce priorities that support business growth, workforce enablement, and leadership readiness. The ideal candidate brings a sharp strategic mindset, strong execution discipline, and excellent communication skills—including the ability to synthesize complex ideas into clear executive-level storytelling and impactful visual presentations. What You Will Do Strategic Talent Acquisition Leadership - Co-create and evolve enterprise talent acquisition strategy in partnership with the Head of Talent Acquisition, ensuring alignment with business and talent priorities and articulating clear strategic points of view along with recommendations. - Integrate external market intelligence, workforce trends, and internal talent data to inform proactive talent acquisition strategies - Partner with HR and business leaders to develop talent acquisition strategies that enable agility, innovation, and sustained performance Executive Communications & Storytelling - Create compelling senior executive-level presentations, dashboards, and strategy updates that translate data and strategy into clear, persuasive narratives - Develop and refine visual materials (e.g., slides, charts, frameworks) to communicate talent acquisition priorities and outcomes to senior stakeholders - Shape internal communications to increase visibility, alignment, and engagement around enterprise talent acquisition initiatives - Facilitate and manage meetings with talent acquisition leaders and senior HR leaders. Operational & Execution Leadership - Drive strategic planning, critical initiative tracking, and cross-functional alignment - Connect and coordinate across COEs, HRBPs, and business leaders to ensure integrated delivery of key talent acquisition initiatives - Manage executive briefings, talent acquisition strategy reviews, and leadership forums in support of the Head of Talent Acquisition - Exhibit resourcefulness and adaptability in an environment of ambiguity to keep project initiatives moving forward with minimal oversight. Talent Analytics & Insights - Translate talent and workforce data into actionable insights to guide strategy, investments, actions and storytelling for senior stakeholders - Track and measure impact of talent acquisition strategy initiatives and recommend adjustments as needed Qualifications You Must Have - Typically requires a University Degree or equivalent experience and minimum 10 years of prior relevant experience, or an Advanced Degree in a related field and minimum 7 years of experience - 5+ years in strategic HR, consulting, talent strategy, or chief-of-staff–like roles in matrixed environments - Project management experience and cross-functional coordination - Experience in PowerPoint, data visualization, and translating insights into action Qualifications We Prefer - MBA or Master's Degree - Exceptional executive level storytelling and visual communication - Strategic, systems-oriented thinking - Strong executive presence and influencing skills - High integrity and ability to handle sensitive information What We Offer Our values drive our actions, behaviors, and performance with a vision for a safer, more connected world. At RTX we value: Trust, Respect, Accountability, Collaboration, and Innovation. Learn More and Apply Now! Please consider the following role type definition as you apply for this role. Remote: This position currently is designated as remote. Employees who are working in remote roles will work primarily offsite (from home) but may be expected to travel to the site location as needed. The successful candidate for this role will be required to reside and work from one of the 50 U.S. states (excluding U.S. territories). 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. Privacy Policy and Terms: Click on this link to read the Policy and Terms