Executive Recruiting Manager

Stanley Black & Decker•Charlotte, NC

10d•Hybrid

About The Position

The Executive Recruiting Manager will provide world-class executive recruitment support for key senior searches across the enterprise as well as develop talent pools and bench strength for the strategic needs of the business for Stanley Black & Decker. Reporting to the VP Global Executive Recruiting, this role will have responsibility for the full life cycle recruiting of equity-eligible leadership across the company and require a high level of complexity related to internal client and external candidate management, assessment skills and overall search process. This role will also serve as a utility player for other Talent Acquisition initiatives as needed to build strategic capability for our organization. This role will be based in Charlotte, North Carolina, New Britain, Connecticut, or Towson, Maryland, though remote locations will also be considered.

Requirements

8+ years of progressive experience in a highly specialized senior level corporate recruiting atmosphere.
A combination of corporate recruiting coupled with retained executive search firm experience is also desirable.
Some exposure to an internal corporate recruiting atmosphere is strongly preferred.
Experience demonstrating significant value to senior level hiring managers and candidates through a high touch point approach.
Deep experience with multi-component compensation programs.
Competencies include the ability to influence and negotiate with candidates, relationship management and partnering, diligence and perseverance, judgment and decision-making creativity and problem-solving.
Ability to work independently at a consistently high level, while managing multiple priorities.
Experience with the use of Recruitment technology (Contact Management and Applicant Tracking Systems), LinkedIn Recruiter and Workday.
Bachelor’s degree required

Nice To Haves

Advanced degree or HR certification preferred.

Responsibilities

Conduct searches for the most senior positions in the organization.
Create comprehensive position specifications that support the definition, desired outcomes, critical qualifications, career-pathing, marketing, attraction and selection of senior level positions.
Source candidates through referrals, networking and robust research using the latest technology tools.
Conduct detailed behavior-based interviews with internal and external candidates, providing information on professional background, career progression, alignment to role and organization, compensation, employment restrictions, regulatory licensing and other required credentials.
Provide consultative advice across all aspects of executive recruiting (intake, attraction strategy, assessment, outcome management, offer and pre-hire) while establishing trusted relationships with senior leaders.
Meet the organization’s hiring needs against specific metrics including days to fill, inclusive slate, offer acceptance ratio, candidate experience and quality of hire feedback.
Identify opportunities to increase recruiting effectiveness through awareness of changes in the external executive recruiting industry.
Create search strategy documents and customized executive hiring reports to identify success factors and barriers to success in leadership recruiting.
Work effectively with providers of assessment, reference checking and relocation services.
Partner with Executive Recruiting Coordinator to manage candidate experience through the interview process.
Serve as candidate point of contact for any questions/issues.
Partner with Executive Compensation to provide robust compensation data for all candidates, to include forfeited equity, target/actual incentives, relocation considerations, etc. Make recommendations as appropriate.
Anticipate and provide critical candidate decision information on all aspects of candidacy including compensation data and offer scenarios.
Continually develop, maintain and engage a pipeline of senior leaders in industry competitive roles for future needs in the business.
Liaise with Talent Management to define gaps in succession plans and identify proactive executive talent for key strategic needs for the organization.
Continually develop knowledge of Stanley Black & Decker’s product portfolio, services, infrastructure and business model, as well as that of competitors which, over time, creates comprehensive business acumen.
Mentor Talent Acquisition Partners as needed on mid-senior level searches.
Support confidential research projects across the enterprise globally.