Human Resources Leadership Development Program
Building Talent for the Future
Raytheon Builds
Talent for the Future
The Leadership Development Program is the first step in an integrated leadership curriculum based on experiential placement and applied learning. Our HR organization drives strategic performance and change leadership throughout the company. The HRLDP is a key leadership development program designed to attract, build, and retain Human Resources talent for the future. In this two-year program, you will be exposed to challenging assignments, mentors, formal training, leadership forums, and many networking opportuni-ties with senior leaders in the company. You really get 10 years of learning in two years with the program!
From its early days as a maker of radio tubes, to the invention of the microwave, to development of missile defense, Raytheon has consistently built a tradi-tion of global technology leadership. We strive to continually improve our performance and look to be the best in our industry. The HRLDP is one program that helps us reach these goals and serves as a pipeline for future HR leaders.
Raytheon’s HRLDP is a great way to start your career in Human Resources. Today, we have over 73,000 employees world-wide and are recognized as a leader in global technology. We are focused on defense, homeland security, and other government markets throughout the world. Our diverse businesses and prod-ucts lead to many exciting challenges for the leadership of Raytheon. Our HR pro-fessionals are seen as key business part-ners and play an integral role in meeting the company’s goals and driving the company forward into the 21st century.
I invite you to take a look and see what we have to offer you at Raytheon!
Sincerely, Keith Peden Senior Vice President Human Resources
Raytheon’s HRLDP is a two-year rotational program focused on developing leadership talent for a dynamic HR organization. The program provides candidates with focused professional development opportunities throughout Raytheon Company.
Raytheon Overview
A global leader in technology-driven solutions that provide Integrated Mission Systems for our customers
Raytheon Company (NYSE: RTN), with 2008 sales of $23.2 billion, is a technology and innovation leader specializing in defense, homeland security and other government markets throughout the world. With a history of innovation spanning 87 years, Raytheon provides state-of-the-art electronics, mission systems integration and other capabilities in the areas of sensing; effects; and command, control, communications and intelligence systems, as well as a broad range of mission support services. With headquarters in Waltham, Mass., Raytheon employs 73,000 people worldwide.
Raytheon is organized into six businesses: Integrated Defense Systems, Intelligence and Information Systems, Missile Systems, Network Centric Systems, Space and Airborne Systems and Technical Services.
Rotational Program
During the course of the rotational program, members participate in multiple rotational assignments. These assignments will afford the opportunity to gain broad exposure to our diversified businesses and achieve breadth across the HR functions. Participants will be assigned challenging positions and projects that will provide them the opportunity to be strategic business partners, working with various levels of management. The HRLDP offers a comprehensive assimilation and mentoring program along with formal and on-the-job training. Members are involved in focused HR training in the form of seminars and could include topics such as:
• Compensation and Benefits • Employee Relations • Labor Relations • Leadership Development • Performance Development • Talent Acquisition
Minimum Requirements
Minimum requirements to join the HRLDP are:
• MA/MS/MBA with a focus in HR/IR/OB/OD/OE programs or other HR-related field • Any MBA or JD with practical HR experience
• Exceptional grade point average • Demonstrated leadership skills • Work experience in the HR discipline
• Drive and desire to contribute and make an impact
• Flexibility and a willingness to relocate are also important, given the nature of the program • Focus is on new graduates only (18 months from graduation)
Potential locations include Tucson, Ariz., Los Angeles, Calif., Washington D.C., Boston, Mass., and Dallas, Texas.
To learn more about Raytheon’s HRLDP go to our college recruiting website:
www.rayjobs.com/campus
Human Resources Leadership Development Program
AT A GLANCE
About Raytheon
What we stand for is why we stand out
Vision
To be the most admired defense and aerospace systems supplier through world-class people and technology.
Strategy
• Focus on key strategic pursuits, Technology and Mission Assurance to protect and grow our position in our four core defense markets:
– Sensing: Expand beyond traditional RF/EO to adjacent markets; – Effects: Expand beyond kinetic energy-based weapons;
– C3I: Grow market presence through increased footprint and expand knowledge management;
– Mission Support: Expand beyond product support and engineering services to include mission planning and training capabilities.
• Leverage our domain knowledge in these core defense markets, as well as in Mission Systems Integration, Homeland Security and Information
Assurance/Information Operations.
• Expand international business by broadening focus and expanding in adjacent markets.
• Be a Customer Focused company based on performance, relationships and solutions.
Goals
• Customer – Be regarded as a Customer Focused company known for its technology and innovation.
• Growth – Grow revenue faster than the market. Build on good performance in improving cash flow. Execute well and with predictability.
• People – Retain and attract world-class talent while providing superior opportunities for employee development. Treat all employees with respect. Leverage our diversity efforts as a competitive advantage, continuing Raytheon’s leadership in diversity.
• Productivity – Improve ROIC for Raytheon Company. Take Raytheon Six Sigma™ to the next level, further engaging customers and partners. Deliver greater value and predictability through the Integrated Product Development System (IPDS), Earned Value Management System (EVMS) and Capability Maturity Model Integration (CMMI®).
Values
• People
– Treat people with respect and dignity. – Welcome diversity and diverse
opinions.
– Help our fellow employees improve their skills.
– Recognize and reward accomplishment.
– Foster teamwork, innovation, collaboration and embrace change. • Integrity
– Be honest, forthright and trustworthy. – Use straight talk; no hidden agendas. – Respect ethics, law and regulation.
• Commitment
– Honor commitments to customers, shareholders, the community and each other.
– Accept personal responsibility to meet commitments; be accountable. • Excellence
– Improve performance continually. – Stress quality, productivity, growth,
best practices and measurement. – Always strive to be the best.
Why did you choose
Raytheon?
Global Outlook
I expect to learn how HR can serve as a strategic business partner, lever-aging the entire organization. I also wish to develop the essential global leadership skills to make a positive impact in Raytheon’s diverse settings.
-Christina Brown Class of 2010
Sense of Purpose
I chose the Raytheon HRLDP because I wanted to continue learning and developing my skills as an HR professional. I’ve since developed a tremendous respect for the services and products we provide to our customers who protect our country.
-Jayna Stakoe Class of 2009
Diverse Workforce
Raytheon is looking for diverse thoughts from an inclusive work force and tomorrow’s future leaders. I had the opportunity to get out of my comfort zone, take initiative and be inspired to do great things at a technologically advanced leading defense industry company.-Ken Rolison Class of 2003
Culture
Even though Raytheon is a huge corporation with over 73,000 employees, every individual has the ability to make a real impact on a daily basis. The culture and environ-ment are truly unique, and the people are passionate, driven and incredibly intelligent.
- Parita Patel HRLDP Intern 2009
Raytheon’s Leadership Development Program Class of 2009 completed their graduation at a ceremony on June 11, 2009, at Gillette Stadium in Foxboro, Mass. The 128 members of the LDP Class of 2009 celebrated their achievements of the past two years — learning to work cross-functionally, completing rotational assignments all over the world and honing their skills as future company leaders.
Congratulations to the 2009 HRLDP graduates > From left: Heather Lemmon (HRLDP program manager), Scott Withycombe, Kathryn Boone, Markus Fraund, Jayna Stakoe, Brent Young, Yakema Moore,
Erika Suttles, Toby Heap, Allie Mauch, Wyetta Morrow, Kristin Turner (assistant program manager).
The Leadership Development
Program is the strategic early
career component of an
inte-grated talent system designed
to attract, develop and retain
transformational leaders
.
Career AdvancementIt is obvious that Raytheon truly values its people and continually offers oppor-tunities for professional development. The HRLDP further demonstrates these concepts and showcases the importance Raytheon places on HR. With Raytheon HRLDP, I can trust that I will have a challenging and rewarding career.
-Amber Taylor HRLDP Class of 2010
Growth and Development
I joined the HRLDP because the program offers vast opportunity for growth and development. It provides the chance for a variety of assignments within several different Raytheon businesses and functions, allowing me to cultivate my knowledge of both the HR function and the organization as a whole.
-Laurel McKie HRLDP Class of 2006
Opportunities
The opportunities that awaited my class after completion of the program were exciting and challenging, and validated the hard work we put in over the course of two years. With prospects all across the U.S., the focus was on providing the HRLDP graduating class with rich off-program opportunities that met our career and personal interests.
-Paul Wyler HRLDP Class of 2005
Networking
While traveling in your three rotations you learn about the different businesses, parts of the country, and cultures at each Raytheon site. When you have completed the program, the network you have created provides you with tremendous opportunities that may have passed you by had you not gone through a rotational program.
-Jim Malley HRLDP Class of 2008
Is the HRLDP for You?
Learning Opportunities at Raytheon
Three Avenues for Professional and Personal Development
EMPLOYEE DRIVEN DEVELOPMENT
Raytheon provides continual business learn-ing opportunities to its employees through business-specific training, corporate-level initiatives and self-directed courses available through its on-line learning system.
HRLDP DEVELOPMENT WEEKS
HRLDP training occurs every year. Topics are diverse and can include alternative dispute resolution, labor law, ethics, coaching and other human resources related issues as well as business, industry and customer topics. This is a great time to come together with other HRLDPs to network and discuss past assignments. The incoming class has not yet completed their first assignment, while the outgoing class has just started their third and final rotation. There is also a chance to learn about the many opportunities within Raytheon, as well as build relationships that will last your entire career.
In addition to training, the week also includes team-building exercises, community service and customer interactions. HRLDP training is a very important part of the program: creating new knowledge, refreshing old knowledge and making new friends.
LDP CROSS-FUNCTIONAL TRAINING
In addition to the HRLDP, there are seven other LDPs, including: Contracts, Finance, Engineering, Supply Chain, Information Technology, Communications and Business Development. Each year, all eight groups come together for cross-functional training, allowing LDPs from all disciplines to interact and learn from each other. Raytheon’s leaders teaching leadersphilophy also allows LDPs to attend learning workshops taught by leaders of the company. Team leadership and business skill development are the focus of these cross-functional sessions.
Session Ais the first of the three sessions. The focus is on:
• Alignment with Raytheon vision and strategy
• Leadership competency model • Personality and values assessment • Career management
• Leadership in a virtual environment • Networking with executive leadership • Community service
Session Bis conducted at the midpoint of the program. The development curriculum includes: • Emotional Intelligence
• Team dynamics
• Effective leadership communications • Conflict management
• Business acumen understanding through a three-day real world business simulation
Session Cis the capstone event. The development curriculum includes: • Strategic dialogue process • International pursuits • High performing teams • Present business challenges to
Raytheon leaders
• Career development beyond the LDP • Graduation
Graduation is attended by the Company’s senior leadership and marks the start of
a new and exciting career phase with Raytheon!
Back row: Christina Brown, Chinwe Nwazota, Justin Schoenherr, Julia Arnold, Amber Taylor, Katie Smith, Aaron Holzer. Front row: Keith Lane, Heather Lemmon (HRLDP program manager), Christen Coker, Katerina Karmokolias, Kristin Turner (assistant program manager), Marlynn Mobley Barnes
Brian
Rice
was brought on as a summer intern in 2008 to work at Raytheon’s Integrated Defense Systems business in Andover, Mass. Below are his comments on the experience.Rice’s internship included two key assignments.
1. Reverse Mentoring Pilot for Patriot Programs
The research into generational differences was very interesting. I learned how generational differ-ences influence leadership styles, employee motivation, and indi-vidual values. All of which are important in understanding how to manage a diverse and evolving workplace. This provided me with insight that allowed me to better understand my team mates and the clients we served.”
2. Creating and updating the cultural briefs and presentations for expatriates
I was charged with researching and compiling information on several countries and creating a medium to present to expatriates.
This project, like the first men-tioned, allowed me to understand how global HR and management operates in several of the coun-tries that Patriot Programs held contracts with.
A typical day as an intern for Brian Rice
(really there is no such thing)
8–8:30 a.m.
Meet with assignment manager to give a brief of assignments and development needs
8:30–9:15 a.m.
Check e-mail/return phone calls
9:15–noon
Meet with key stakeholders to discuss generational differences influence on leadership styles
Noon– 12:30 p.m.
Eat lunch with my team
12:30–1:30 p.m.
Attend HRLDP intern teleconference with Keith Peden, Sr. VP of HR
1:30–3:00 p.m.
Spend time researching countries in order to create cultural briefs and presentations for expatriates
3–4 p.m.
Attend the HR all-hands meeting and present progress to break-out group
4:45–5 p.m.
Outline projects and tasks to complete the next day
Summer Internship Program
Meet Brian Rice, 2008 Intern and current member of the HRLDP class of 2011 …
In addition to Raytheon’s full-time HRLDP, we also hire several HRLDP interns each year. Interns experience
challenging, three-month assignments in a variety of businesses within Raytheon. At the conclusion of their
intern-ship, most HR interns are extended offers to join Raytheon’s full time HRLDP based on superior performance.
Interns also participate in Raytheon Six Sigma™ training and complete a project to earn their specialist certification.
Furthermore, the geographically dispersed group works as a team on a project that is presented to HR Leadership
during an intern development seminar at Global Headquarters in Waltham, Mass. to conclude the summer.
Continued Success with Raytheon …
Rice joined the HRLDP Class of 2011 as a full-time Raytheon employee after his internship concluded.
“Raytheon is an innovative and diverse company,”
Rice notes. “Not just in demographics, but in
diversity of thought. I was impressed by the dynamic
individuals within Patriot Programs and Integrated
Defense Systems as a whole. Also, the sense of
ownership I received as an intern showed me that
this organization really cared about challenging and
providing me with exposure to great opportunities.”
2009 Internship Projects
Develop and implement Performance Improvement Plan (PIP) web tool • Responsible for completing staffing assessment of a product line • Complete market analysis to evaluate market position of all jobs within Raytheon Missile Systems • Develop comprehensive on-boarding program • Conduct work force planning and analysis through HR review process • Create exit interview process for Global HQ • Determine compensation structure for Finance LDP
Kristy Kucharczak was a member of the HRLDP graduating class of 2003. In the nine years she has been with the company she has done many great things, including being the only member of the Human Resources function to ever win the prestigious CEO award at Raytheon. These award recipients exemplify the company’s core values through their delivery of exceptional results.
To achieve this, Kucharczak led the efforts to hire 1,600 employees across 80 locations within 75 days. She was instrumental in developing a critical Raytheon solution that required a rapid and effective transition to the company without interrupting ongo-ing trainongo-ing operations. Kucharczak coordinated deployment of transition teams one day after contract award and managed the HR requirements of a complex workforce. She also coordi-nated and aligned efforts with a diverse group of Raytheon teammates in sup-port of the FAA’s $437 million Air Traffic Control Optimum Training Solution program — ATCOTS.
What made you decide to take a job with Raytheon?
I loved my internship with Raytheon. I was part of team and had a real gen-eralist assignment that involved me in decisions that impacted the business. My manager was wonderful and sup-portive. Given my positive internship experience, I decided to accept full-time employment upon graduation.
What is it that keeps you at Raytheon and why?
The challenging opportunities and the people are what keep me at Raytheon. I am always learning.
Describe a typical day at Raytheon?
As most professionals in HR would say, there is no typical day at work. However, most days include working on employee relations issues and new business pursuits. I have a great HR team working with me to tackle the problem of the day while still being able to carry out initiatives to improve the business.
What has been one of your most memorable moments at Raytheon?
Leading the HR portion of the Air Traffic Control Optimum Training Solution (ATCOTS) program transi-tion. The HR team really pulled together to make the transition a suc-cess, hiring 1,600 employees within 75 days! HR was a main driver in the program’s strategy which provided us with the opportunity to demonstrate our business acumen and partnership skills.
How did the HRLDP program help you get where you are today?
The program allowed me to work on projects and initiatives that accelerated my learning. The cross-functional aspect increased my knowledge of how the functions work together and my business acumen enabling me to think and act more strategically. The net-working opportunities opened the doors to build relationships and learn from my peers. As Senior Vice President of Human Resources Keith Peden always says, the HRLDP is like getting 10 years of learning in two years!
An HRLDP Success Story
Thoughts and Advice From a Former HRLDP Member …
Kristy Kucharczak
Are you interested
in becoming a member of Raytheon’s Human Resources
Leadership Development Program?
What key attributes should every
HRLDP have?
“Communication skills are incredibly important, especially active listening skills.” “Key attributes include flexibility and initiative. The program will further develop these characteristics.”
“Willingness to learn, work hard and establish credibility.”
“Business acumen and a true business partner mentality.”
What expectations do you have
of HRLDPs?
“I expect LDPs to contribute their talents and experience to the fullest extent on the assignments they are given and to force opportunities to learn and grow all the time! Don’t be afraid to make mistakes or take a chance. Be curious. Question why/why not!”
Where has an HRLDP been most
helpful to your organization? What
impact did they have?
“The HRLDP has brought a level of enthusiasm to the organization which has been contagious … She has brought a fresh perspective and been willing to professionally challenge some of our standard approaches and processes.”
What are some of the greatest
challenges facing HRLDPs?
“One of the biggest challenges is deciding what you as an HRLDP want to get out of the program… The program is what you make of it. Think about what you want to do and make it happen.”
What kind of visibility do
HRLDPs receive?
“The visibility is exceptional. LDPs have the opportunity to interact with top manage-ment of Raytheon routinely, and quite routinely with the top HR management.”
What has impressed you most about
the program?
“The program has brought exceptional talent to the HR function within Raytheon.” “The willingness to dig in and work an issue that is not high level or high visibility, but needs doing.”
Why do you feel this program
is important?
“It develops our future HR leaders and gives them a broad perspective of Raytheon. The next generation of our HR leaders will most likely come from our LDPs.”
Q
uestions
and
A
nswers
For more information about Raytheon’s Human Resources Leadership
Development Program, visit our website at: www.rayjobs.com/campus
Q.
How do I find out when you will be visiting my campus?A.
Go to our Recruiting Events page(http://www.rayjobs.com/campus/ index.cfm?tool=Events) and search for events by Region. If no events are listed for your campus, or if we have already visited your campus, please search our jobs database and submit to jobs of interest.
Q.
What if I have a question or comment related to Raytheon’s co-op or internship programs?A.
First, be sure to visit our Internships and Co-ops page (http://www.rayjobs. com/campus/index.cfm?Tool=Programs)to learn more about the program. Then, search for internship and co-op jobs by selecting the Intern or Co-op ‘Preferred Job Type’ on our Job Opportunities search menu.
Q.
What if I have a question or comment related to Raytheon’s LeadershipDevelopment Programs?
A.
Visit our Leadership Development Programs pages (http://www.rayjobs. com/campus/index.cfm?Tool=Leader). You can also find out when and where we have LDP Recruiting Events scheduled by searching events by Region and looking for ‘LDP’ in the search results.There are probably many questions you want to ask…
We anticipated your questions and have some answers to these and others. These responses are from Human Resources leaders in Raytheon.
Copyright © 2009 Raytheon Company. All rights reserved.