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General Dynamics Hr

To build an unrivaled talent ecosystem that powers defense innovation by delivering the most technologically advanced systems for global security.

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To build an unrivaled talent ecosystem that powers defense innovation by delivering the most technologically advanced systems for global security.

Strengths

  • LEADERSHIP: Strong executive bench with defense industry expertise
  • CULTURE: Established reputation for engineering excellence
  • COMPENSATION: Competitive pay in specialized defense positions
  • STABILITY: Low overall turnover compared to industry average
  • LEGACY: Strong heritage attracts mission-driven candidates

Weaknesses

  • DIGITAL: Outdated HR systems limiting data-driven decisions
  • AGILITY: Slow hiring processes averaging 73 days time-to-fill
  • DIVERSITY: Underrepresentation in technical leadership roles
  • DEVELOPMENT: Limited structured career pathing for technical staff
  • REMOTE: Inflexible work arrangements limiting talent acquisition

Opportunities

  • VETERANS: Enhanced veteran recruitment for specialized roles
  • PARTNERSHIPS: Expanded university collaborations for STEM talent
  • DIGITAL: AI-powered talent analytics for workforce planning
  • RESKILLING: Internal mobility program to address skill shortages
  • CULTURE: Modernized EVP to attract next-gen defense workforce

Threats

  • COMPETITION: Intensifying talent war with tech companies
  • SKILLS: Critical cybersecurity and AI talent shortages
  • RETIREMENT: 28% of engineering workforce eligible to retire by 2028
  • CLEARANCE: Increasing security clearance backlogs delaying hires
  • PERCEPTION: Outdated employer brand among younger generations

Key Priorities

  • TALENT: Modernize talent acquisition to reduce time-to-fill by 40%
  • TECH: Implement AI-powered HR analytics platform by Q4
  • DEVELOPMENT: Launch career pathing for technical leadership roles
  • DIVERSITY: Expand veteran and diverse STEM talent pipelines
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To build an unrivaled talent ecosystem that powers defense innovation by delivering the most technologically advanced systems for global security.

TALENT ACCELERATION

Modernize talent acquisition to fuel defense innovation

  • VELOCITY: Reduce critical role time-to-fill from 73 to 45 days by implementing AI-powered screening for 80% of openings
  • DIVERSITY: Increase technical leadership diversity by 15% through expanded veteran and STEM partnerships with 5 HBCUs
  • EXPERIENCE: Redesign candidate journey achieving 85% positive feedback and 40% reduction in application drop-off rate
  • PIPELINE: Build specialized AI/cyber talent pool with 250+ pre-qualified candidates through targeted sourcing campaigns
DIGITAL EVOLUTION

Transform HR through cutting-edge technology

  • PLATFORM: Launch integrated HR analytics system with AI capabilities deployed across all business units by Q4
  • ADOPTION: Train 100% of HR business partners on new analytics platform with 85% proficiency certification
  • AUTOMATION: Implement AI-powered chatbot handling 65% of tier-1 employee service inquiries with 90% satisfaction
  • INSIGHTS: Deliver predictive attrition model identifying flight risk with 80% accuracy for targeted retention efforts
CAREER MOMENTUM

Empower exceptional career journeys

  • MARKETPLACE: Launch internal talent marketplace with 90% of roles posted and 30% increase in internal mobility
  • PATHWAYS: Implement technical career frameworks for 100% of engineering roles with clear advancement criteria
  • DEVELOPMENT: Deploy AI-powered learning recommendations achieving 75% monthly active usage among technical staff
  • LEADERSHIP: Graduate 150 high-potential engineers from accelerated leadership development program by Q4
CULTURAL CATALYST

Foster workplace where innovation thrives

  • FLEXIBILITY: Implement hybrid work model for 75% of eligible positions with 90% manager adoption and support
  • ENGAGEMENT: Increase overall employee satisfaction score from 72% to 80% with focus on technology divisions
  • INCLUSION: Achieve 85% favorable responses on belonging metrics across all demographic groups
  • RETENTION: Improve retention of mission-critical talent to 92% through targeted engagement strategies
METRICS
  • RETENTION: Mission-critical talent retention rate of 92%
  • ACQUISITION: Critical role time-to-fill reduced to 45 days
  • DEVELOPMENT: Internal mobility rate increased to 25%
VALUES
  • Trust: We deliver on our commitments to customers, shareholders, communities, and each other
  • Transparency: We communicate openly and honestly in all we do
  • Alignment: We work together toward common objectives, share resources and information
  • Inclusion: We value diversity of thought, background, and experience
  • Continuous Improvement: We constantly seek better ways to deliver value and serve customers
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Align the learnings

General Dynamics Hr Retrospective

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To build an unrivaled talent ecosystem that powers defense innovation by delivering the most technologically advanced systems for global security.

What Went Well

  • REVENUE: Combat systems and aerospace divisions exceeded targets by 7%
  • CONTRACTS: Secured $2.3B in new long-term defense contracts requiring talent
  • EFFICIENCY: Reduced operational costs by 4.3% through process improvements
  • DEVELOPMENT: Technical leadership program graduated 118 high potentials
  • RETENTION: Engineering talent retention improved 3 points to 89% annually

Not So Well

  • HIRING: Critical engineering roles remained unfilled averaging 82+ days
  • DIVERSITY: Technical leadership diversity metrics declined 2% year-over-year
  • SYSTEMS: HR technology modernization project delayed by two quarters
  • ENGAGEMENT: Employee satisfaction in IT division dropped 5 percentage points
  • SKILLS: AI and cybersecurity talent gaps impacting product development pace

Learnings

  • COMPETITION: Traditional defense hiring approaches ineffective for tech skills
  • EXPERIENCE: Modernized candidate experience critical for next-gen talent
  • FLEXIBILITY: Work model flexibility directly correlates with talent acquisition
  • ANALYTICS: Data-driven talent decisions outperform intuition-based approaches
  • DEVELOPMENT: Internal mobility program shows 22% higher retention results

Action Items

  • DIGITAL: Accelerate HR systems transformation to enable analytics by Q3 2025
  • TALENT: Implement specialized tech recruiting team focused on AI/cyber skills
  • CAREERS: Deploy internal talent marketplace for improved career mobility
  • EXPERIENCE: Redesign candidate journey to reduce application friction points
  • HYBRID: Launch flexible work pilot expanding remote options for tech talent
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To build an unrivaled talent ecosystem that powers defense innovation by delivering the most technologically advanced systems for global security.

Strengths

  • FOUNDATION: Established AI governance framework for HR data
  • READINESS: Executive leadership support for AI transformation
  • SECURITY: Robust data protection infrastructure meeting DoD standards
  • PILOTS: Successful small-scale HR AI implementations in recruitment
  • EXPERTISE: Growing internal AI engineering capabilities

Weaknesses

  • INTEGRATION: Siloed HR systems limiting comprehensive AI deployment
  • TALENT: Limited AI/ML expertise within HR technology team
  • ADOPTION: Low digital literacy among HR business partners
  • DATA: Inconsistent data quality across HR information systems
  • PROCESSES: Manual workflows not optimized for AI augmentation

Opportunities

  • RECRUITMENT: AI-powered talent matching reducing time-to-fill
  • RETENTION: Predictive analytics to identify flight risk patterns
  • LEARNING: Personalized AI-driven development recommendations
  • OPERATIONS: Automated HR service delivery through chatbots
  • PLANNING: AI-enhanced workforce modeling for strategic planning

Threats

  • COMPLIANCE: Evolving AI regulations affecting HR implementations
  • BIAS: Potential algorithmic bias in talent decisions
  • RESISTANCE: Employee concerns about AI replacing HR functions
  • COMPETITION: Tech companies outpacing defense in HR AI adoption
  • SECURITY: Data privacy risks with AI-based talent analytics

Key Priorities

  • PLATFORM: Implement integrated HR analytics with AI capabilities
  • UPSKILLING: Launch AI literacy program for all HR professionals
  • AUTOMATION: Deploy AI-powered recruitment screening by Q3
  • GOVERNANCE: Establish ethical AI framework for talent decisions