Early Career Program Manager

Stanley Black & Decker, Inc.•Towson, MD

4d•$77,600 - $124,900•Remote

About The Position

As an Early Career Program Manager, you’ll be part of our Commercial Development team working as a remote employee. You’ll get to: Have primary responsibility for shaping the Commercial Sales Leadership Program (SLP) and serve as the primary point of contact for those in the program. Be responsible for managing program operations, developing communication strategies, supporting large scale initiatives, and executing engagement activities. Aid the recruitment team with virtual recruitment to supplement the pipeline and assist with coordination of interview events. Work cross-functionally with program associates, recruitment team, development program leadership and program partners. Enhance the Commercial SLP associate value proposition through associate engagement, program content development, program milestone management and communication (new-hire announcements, program progressions, career paths, and events). Maintain weekly and quarterly program trackers; compile and report monthly metrics. Build strong relationships with program leadership, key stakeholders (program sponsor and HR leads) and rotation key decision makers. Build, maintain and summarize Commercial SLP program progress for recruiting season and leadership updates. Design and manage surveys, feedback sessions, and focus groups; document insights to drive continuous program improvement. Support SLP committees, events, communications, and engagement activities. Support the launch of global development program initiatives. Travel as needed to field locations and in-person program trainings. Partner with Talent Acquisition to recruit leadership program talent through regular touchpoints and on-campus presence. Own learning pathways for SLPs as well as COE program engagement rhythms and related cross-functional communication and cadences Serve as SLP program/business leader consultant across Commercial customer channel.

Requirements

Bachelor’s degree required.
3–5 years of experience in talent development, HR, or sales team leadership.
Strong communication and presentation skills.
Demonstrated leadership capability.
Strong organizational and time-management skills.
Proven project management skills with high attention to detail.
Ability to learn and use HR platforms (e.g., PeopleSoft, ADP, Open Online, BrassRing) and manage new-hire processes within them.
Strong work ethic; able to multitask in a fast-paced, high-demand environment.
Analytical mindset with the ability to improve systems and processes.
Proficient in Microsoft Word, Excel, and PowerPoint.
Ability to maintain confidentiality.
Willingness to travel up to 30%.

Responsibilities

Have primary responsibility for shaping the Commercial Sales Leadership Program (SLP) and serve as the primary point of contact for those in the program.
Manage program operations, develop communication strategies, support large scale initiatives, and execute engagement activities.
Aid the recruitment team with virtual recruitment to supplement the pipeline and assist with coordination of interview events.
Work cross-functionally with program associates, recruitment team, development program leadership and program partners.
Enhance the Commercial SLP associate value proposition through associate engagement, program content development, program milestone management and communication (new-hire announcements, program progressions, career paths, and events).
Maintain weekly and quarterly program trackers; compile and report monthly metrics.
Build strong relationships with program leadership, key stakeholders (program sponsor and HR leads) and rotation key decision makers.
Build, maintain and summarize Commercial SLP program progress for recruiting season and leadership updates.
Design and manage surveys, feedback sessions, and focus groups; document insights to drive continuous program improvement.
Support SLP committees, events, communications, and engagement activities.
Support the launch of global development program initiatives.
Travel as needed to field locations and in-person program trainings.
Partner with Talent Acquisition to recruit leadership program talent through regular touchpoints and on-campus presence.
Own learning pathways for SLPs as well as COE program engagement rhythms and related cross-functional communication and cadences.
Serve as SLP program/business leader consultant across Commercial customer channel.