Sr. Manager, Early Career Talent Programs

Stanley Black & Decker, Inc.•New Britain, CT

3d•$95,600 - $153,900•Hybrid

About The Position

As a Sr. Manager, Early Career Talent Programs, you’ll be part of our Career Pipeline Talent team working as a remote/hybrid employee. You’ll be responsible for owning and continuously enhancing a high-impact early career development experience that accelerates participant growth, strengthens functional capability, and supports long-term organizational talent needs. In addition to supporting the enterprise-wide program framework, you will serve as the primary talent program partner for an assigned functional track. You will lead the design, execution, and continuous improvement of the Stanley Black & Decker Leadership Program to deliver a high-impact early career development experience aligned with enterprise talent priorities and future workforce needs. You will translate business strategy and talent priorities into scalable program plans, participant experiences, and development initiatives that strengthen the company’s talent pipeline. You will manage and/or provide support for end-to-end program delivery across the participant lifecycle, including selection, onboarding, rotations, curriculum, engagement, development experiences, and final placement. You will oversee cross-functional program operations, including timelines, deliverables, risks, governance, communications, and stakeholder alignment, to ensure consistent and high-quality execution. You will own the assessment, design, and evolution of the program’s learning curriculum by partnering with learning teams, facilitators, and business leaders to build critical capabilities. You will serve as the primary talent program partner for assigned functional track(s), strengthening the participant and manager experience within that function, including rotations, functional learning, manager support, and placement outcomes. You will build strong relationships with HR, business leaders, rotation managers, and senior stakeholders to align on program goals, influence decisions, and support participant and business outcomes. You will design and optimize repeatable processes, tools, templates, and operating models that improve efficiency, scalability, consistency, and overall program effectiveness. You will establish and monitor program metrics, analyze qualitative and quantitative feedback, and use insights to drive evidence-based improvements in participant experience, learning outcomes, retention, and placement success. You will foster an inclusive, engaging, and development-focused participant experience by promoting networking, mentorship, community-building, continuous learning, and long-term career growth.

Requirements

Bachelor’s degree in Human Resources, Business, or related field or equivalent experience or demonstrated skills
8+ years of experience in Human Resource Business Partnering, Talent Management, Learning and Development, Leadership Development, or a related field
Experience leading or supporting early career, rotational, internship, or leadership development programs
Demonstrated success managing complex programs or initiatives across multiple stakeholders and workstreams
Strong project and program management skills, including planning, execution, risk management, and process improvement
Experience working across a matrixed organization and influencing without direct authority
Strong written and verbal communication skills, including the ability to present to senior leaders
Ability to analyze data, identify insights, and use findings to improve program outcomes
Advanced proficiency in Excel and PowerPoint to analyze and present data effectively.

Responsibilities

Owning and continuously enhancing a high-impact early career development experience that accelerates participant growth, strengthens functional capability, and supports long-term organizational talent needs.
Serving as the primary talent program partner for an assigned functional track.
Leading the design, execution, and continuous improvement of the Stanley Black & Decker Leadership Program.
Translating business strategy and talent priorities into scalable program plans, participant experiences, and development initiatives.
Managing and/or providing support for end-to-end program delivery across the participant lifecycle.
Overseeing cross-functional program operations, including timelines, deliverables, risks, governance, communications, and stakeholder alignment.
Owning the assessment, design, and evolution of the program’s learning curriculum.
Building strong relationships with HR, business leaders, rotation managers, and senior stakeholders.
Designing and optimizing repeatable processes, tools, templates, and operating models.
Establishing and monitoring program metrics, analyzing feedback, and using insights to drive improvements.
Fostering an inclusive, engaging, and development-focused participant experience.