Senior Director, Executive Development

Stanley Black & Decker • Towson, MD

20h • Hybrid

About The Position

As a Senior Director, Executive Development, you’ll be part of our Global Talent Leadership team working as a hybrid employee. You’ll be accountable for designing and leading the enterprise executive development strategy for the organization’s top leadership, helping strengthen senior leader pipelines, and enabling high-quality succession outcomes for critical roles. You will partner closely with the C-suite, HR Leadership Team (HRLT), and other members of the Talent COE to drive individualized development and succession actions and will own the executive assessment and coaching frameworks for the enterprise. You will serve as a strategic partner to the CHRO, Executive Committee, and VP, Global Talent, summarizing talent initiatives and progress for board-level review.

Requirements

• Experienced successfully building and scaling executive development programs in similarly sized Fortune 250 environments.
• Adept at designing and delivering innovative learning solutions.
• Comfortable facilitating executive-level programming and coaching.
• Bachelor’s degree required.
• 10–15+ years of progressive experience in executive development, talent management, succession planning, leadership assessment, coaching strategy, and/or organizational development.
• Demonstrated experience designing and delivering enterprise programs for senior leaders (VP/GM and above), including governance and measurement.
• Proven ability to coach senior leaders and facilitate high-impact learning experiences.
• Strong executive presence and consulting skillset; proven ability to influence C-suite stakeholders and facilitate sensitive talent discussions with discretion.
• Deep knowledge of executive assessment and coaching practices, including vendor selection/management and quality assurance.
• Strong analytical and data-driven approach to program measurement and continuous improvement.
• Exceptional written communication skills—able to produce concise, high-quality executive and Board-ready messaging.
• Ability to thrive in a matrixed, fast-paced, pragmatic and highly collaborative environment.

Nice To Haves

• Master’s degree in HR, Organizational Development, Business, or related field strongly preferred.
• Experience supporting Board-level talent discussions and/or preparing materials for Board/committee reviews of succession and leadership pipeline health.
• Experience partnering with an L&D COE to build senior leader pipeline programs and leadership experiences at scale.
• Professional certification in executive coaching or leadership development (e.g., ICF, Hogan, Korn Ferry).
• Experience working with or for a Fortune 250 organization.

Responsibilities

• Design and lead the enterprise executive development strategy for the top leadership, aligned to business strategy, leadership expectations, and culture.
• Build a multi-year roadmap (program portfolio, experiences, measurement approach) and drive adoption through strong executive stakeholder management and measurable impact on organizational performance.
• Provide thought leadership and subject matter expertise on executive development across the enterprise.
• Build and manage senior leader pipeline programs in partnership with Learning & Development, including program architecture, participant selection approach, learning journeys, and success measures.
• Coordinate delivery across internal partners and external vendors (faculty, assessment providers, coaching networks), ensuring quality and consistency.
• Partner with the C-suite and their HRLT and Talent Partners to shape individualized development and succession actions (e.g., readiness plans, targeted experiences, role moves, exposure opportunities).
• Provide consultative guidance to executives and HR leaders on development options, trade-offs, and sequencing to accelerate readiness.
• Facilitate executive level talent development and succession planning reviews.
• Provide direct executive coaching and facilitate individual development planning for senior leaders.
• Own the executive assessment framework, including standards for use, tool selection, vendor strategy, governance, and quality controls.
• Own the executive coaching framework, including coach selection standards, engagement models, contracting guidelines, and impact evaluation, while maintaining appropriate confidentiality.
• Partner with the VP, Global Talent on COE strategy development and Board of Directors/Executive Committee messaging related to executive development, pipeline health, and succession actions.
• Develop executive-ready narratives and materials that clearly communicate progress, risks, and actions in a concise and Board-appropriate manner.
• Define and track outcomes (e.g., readiness movement, bench strength indicators, internal fill for critical roles, pipeline diversity, program effectiveness) to report on program effectiveness and ROI.
• Use insights to continuously improve program design, stakeholder experience, and enterprise impact.
• Stay current on leadership development trends and best practices, benchmarking against peer companies.
• Build and maintain strong relationships with senior leaders, HR business partners, and external vendors.

Benefits

• Medical, dental, life, vision, disability, 401(k), Employee Stock Purchase Plan, paid time off, and tuition reimbursement in addition to programs & benefits in support of your well-being.
• Discounts on Stanley Black & Decker tools and other partner programs.
• Competitive salary
• Comprehensive benefits plan
• Wellness program
• Retirement benefits
• Paid vacation, holidays & personal days
• Discounts on Stanley Black & Decker tools and products and well as discount programs for many other vendors and partners.
• Access to a wealth of state-of-the-art learning resources, including our Lean Academy and online university (where you can get certificates and specializations from renowned colleges and universities).

What This Job Offers

• Job Type: Full-time
• Career Level: Senior