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