Senior Director, Executive Development

Senior Director, Executive Development – Hybrid Towson, MD USA; New Britain, CT USA; Charlotte, NC USA Come build something that matters. We seek people with purpose, integrity, and relentless pursuit of excellence who care about making things better for those who make the world. Join our global team of 43,500 professionals working on beloved brands such as DEWALT®, BLACK+DECKER®, CRAFTSMAN®, STANLEY®, CUB CADET®, and HUSTLER®. The Job: As a Senior Director, Executive Development, you’ll lead the enterprise executive development strategy for the organization’s top leadership, strengthen senior leader pipelines, and enable high‑quality succession outcomes. Accountable for designing and leading the enterprise executive development strategy. Partner closely with the C‑suite, HR Leadership Team, and Talent COE to drive individualized development and succession actions, owning the executive assessment and coaching frameworks. Serve as a strategic partner to the CHRO, Executive Committee, and VP, Global Talent, summarizing initiatives for board‑level review. Enterprise Executive Development Strategy Design and lead the strategy aligned to business strategy, leadership expectations, and culture. Build a multi‑year roadmap (program portfolio, experiences, measurement) and drive adoption through stakeholder management and measurable impact. Provide thought leadership on executive development across the enterprise. Senior Leader Pipeline Program Build and manage senior leader pipeline programs with Learning & Development, including architecture, selection, journeys, and success measures. Coordinate delivery with internal partners and external vendors (faculty, assessment providers, coaching networks). Succession Planning Partnership Partner with the C‑suite, HRLT, and Talent Partners to shape individualized development and succession actions. Provide consultative guidance on readiness plans, targeted experiences, role moves, and exposure opportunities. Facilitate executive‑level talent development and succession planning reviews. Provide direct coaching and facilitate individual development planning for senior leaders. Executive Assessment and Coaching Frameworks Own the executive assessment framework, including standards, tool selection, vendor strategy, governance, and quality controls. Own the executive coaching framework with coach selection standards, engagement models, contracting guidelines, and impact evaluation. COE Strategy Development & Board/Executive Committee Partner with the VP, Global Talent on COE strategy development and messaging related to pipeline health and succession actions. Develop concise, board‑appropriate narratives and materials that communicate progress, risks, and actions. Ways Of Working Continuous Improvement Define and track outcomes (readiness movement, bench strength, internal fills, pipeline diversity, program effectiveness) to report ROI. Use insights to continuously improve program design, stakeholder experience, and enterprise impact. Stay current on leadership development trends and benchmark against peers. Build and maintain relationships with senior leaders, HR business partners, and external vendors. The Person: We seek someone who loves learning, is not intimidated by innovation, and embraces doing good. You should have: Experience building and scaling executive development programs in Fortune 250 environments. Strong communication and influence skills, adept at innovative learning solutions, comfortable facilitating executive‑level programming and coaching. Bachelor’s degree required; Master’s in HR, Organizational Development, Business or related field strongly preferred. 10–15+ years progressive experience in executive development, talent management, succession planning, and related fields. Experience designing and delivering enterprise programs for senior leaders with governance and measurement. Proven coaching experience and ability to facilitate high‑impact learning experiences. Executive presence and consulting skillset with discretion in sensitive talent discussions. Deep knowledge of executive assessment and coaching practices, vendor selection, and quality assurance. Strong analytical and data‑driven approach to program measurement and continuous improvement. Exceptional written communication—concise, high‑quality executive and board‑ready messaging. Ability to thrive in a matrixed, fast‑paced, collaborative environment. Preferred Qualifications Experience supporting board‑level talent discussions and preparing materials for board/committee reviews. Experience partnering with an L&D COE to build senior leader pipeline programs at scale. Professional certification in executive coaching or leadership development (ICF, Hogan, Korn Ferry). Experience working with or for a Fortune 250 organization. The Details: Competitive salary range:$145,600.00–$259,600.00. Salary may vary based on location, level, and qualifications. Eligible for annual merit increases. Benefits include: Medical, dental, life, vision, disability, 401(k), Employee Stock Purchase Plan, paid time off, and tuition reimbursement. Discounts on Stanley Black & Decker tools and partner programs. EEO Statement: All qualified applicants to Stanley Black & Decker are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran’s status or any other protected characteristic. If you require reasonable accommodation, contact View phone number on click.appcast.io or View email address on click.appcast.io. Due to volume, we cannot respond to unrelated inquiries about application status or resetting a password. #J-18808-Ljbffr Stanley Black & Decker