Senior Director, Executive Development

Senior Director, Executive Development – Hybrid

Towson, MD USA

New Britain, CT USA

Charlotte, NC USA

Come build something that matters.

It takes great people to achieve greatness. People with a sense of purpose and integrity. People with a relentless pursuit of excellence. People who care about making things better For Those Who Make The World™. Sound like you? Join our top-notch team of approximately 43,500 diverse and high-performing professionals globally who are making their mark on some of the world’s most beloved brands, including DEWALT®, BLACK+DECKER®, CRAFTSMAN®, STANLEY®, CUB CADET®, and HUSTLER®.

The Job:  

As a Senior Director, Executive Development, you’ll be part of our Global Talent Leadership team working as a hybrid employee.    You’ll get to:  

• 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. 
• 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.
• Serve as a strategic partner to the CHRO, Executive Committee, and VP, Global Talent, summarizing talent initiatives and progress for board-level review.

Enterprise Executive Development Strategy

• 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.

Senior Leader Pipeline Program

• 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.

Succession Planning Partnership

• 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.

Executive Assessment and Coaching Frameworks

• 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.

COE Strategy Development & Board/Executive Committee

• 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.

Ways Of Working Continuous Improvement

• 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.

The Person:  

You love to learn and grow and be acknowledged for your valuable contributions. You’re not intimidated by innovation. Wouldn’t it be great if you could do your job and do a world of good? In fact, you embrace it. You also have:

• Experienced successfully building and scaling executive development programs in similarly