System Administrator

• Utilize your knowledge and skills regarding System & Service integration to include, but not limited to, authentication protocols, patch management, network segregation, and vulnerability management.
• Use multiple operating systems and hardware platforms to include OT (Operational Technology).
• Work with the Cyber & Compliance Teams to maintain RTX standards and DFARS requirements which include assessments, implementation steps, and ensuring the integrity of the security authorization package.
• Must be able to obtain Department of Defense Directive (DoDD) 8140 / 8570 Certification requirements (CompTIA Security+ CE or equivalent certification) within 6 months of start date.
• Systems are operational 24x7 and occasionally require work effort beyond standard work hours.
• Will manage and allocate private IP space for a segregated network and corporate IPs from another IT team for firewall connections on the corporate network.
• Will set up VPNs on SonicWall devices between sites as needed for Technical Security and to support the IT Infrastructure Management Systems on this network.
• Will image new workstations and join them to the private networks Active Directory (AD).

Senior Principal System Administrator

Human Resources

• Serve as a trusted advisor to business leaders and HR business partners, building a strong performance culture, elevating employee engagement, and resolving complex employee matters.
• Lead, coach, and develop the Employee Partner team to ensure consistent, high-quality HR partnership, strong collaboration, and continued growth in HR capabilities.
• Coach and develop leaders to build innovative, high‑performing teams aligned with the RTX People Strategy.
• Lead implementation of employee relations, leadership development, and communication strategies that advance organizational objectives.
• Lead or contribute to organizational assessments, employee surveys, and action planning to enhance engagement, belonging, and performance.
• Oversee and guide complex employee relations matters, ensuring sound judgement, timely resolution while advising leaders on best practices and risk mitigation.
• Drive continuous improvement efforts within the HR Employee Partner function, enhancing operational efficiency, service quality, and alignment with RTX standards and processes.
• Advise on and support workforce strategy efforts, including staffing plans, hiring, succession, capability development, and organizational readiness for evolving engineering needs.
• Model and ensure adherence to RTX values, ethics and compliance standards, and HR policies.
• Use data and insights to identify employee trends and influence leadership decisions.

Director, HR Employee Partner

• Establish the Employee Experience Practice
• Define the EX vision, principles, and strategy, aligned to company values and business priorities
• Design and stand up the EX operating model, incorporating human-centric approaches into discovery and delivery methodologies
• Identify and prioritize key employee journeys (e.g., onboarding, growth, performance, life events, exit) and pain points
• Define and socialize core enterprise personas
• Create repeatable methods, standards, and artifacts to support service improvement
• Partner with executive leadership to translate experience opportunities into clear business value
• Develop business cases for EX investments, including ROI, cost-benefit analysis, risk mitigation, and impact on retention, productivity, and engagement
• Present recommendations and funding proposals to senior leaders with confidence and credibility
• Influence decision-making by connecting employee experience improvements to strategic outcomes (e.g., growth, transformation, operational efficiency)
• Apply human-centered design and employee research to shape experiences that are simple, consistent, and impactful
• Identify opportunities on where and how to apply AI and other technological innovations to accelerate the service management experience
• Partner with functional leaders to redesign policies, processes, and tools that materially affect the employee experience
• Ensure experiences are inclusive, accessible, and scalable across roles, locations, and employee segments
• Define how employee experience success is measured (e.g., engagement, sentiment, adoption, productivity, lifecycle metrics)
• Integrate EX metrics with existing people and business data to tell a coherent story
• Use insights to continuously refine priorities and demonstrate value to stakeholders
• Drive adoption and retention by developing change management approaches in partnership with change managers, product owners, communications and service teams
• Act as a visible champion for employee experience across the organization
• Build EX capability across Enterprise Services through education, coaching, and collaboration

Director – Digital Employee Experience

Manager

• Manage a team of BOM planners that support multiple programs and Raytheon sites across the Sensors portfolio.
• Support Program Offices, Material Program Managers (MPM), Program Operations Managers (POM), and Integrated Planning Leads (IPL) on BOM planning and execution.
• Coach, train and develop your team, fostering a culture of collaboration, accountability, and performance excellence.
• Assist and lead your team to success, which is measured through schedule executability and various metrics.
• Identify potential misalignments in the production process (planned order, purchase requisition, purchase order, and work orders) and proactively work to keep supply compliant with technical requirements.
• Facilitate cross-functional activities to efficiently and accurately transition engineering BOMs to manufacturing BOMs, ensuring production needs are met and risk mitigation strategies are adopted.
• Ensure execution and continuous improvement of standard processes and participate in or lead process improvement teams.

Senior Principal System Administrator

Director, HR Employee Partner

Director – Digital Employee Experience

Bill of Materials Planning Manager