Executive Leadership Facilitator

STO Building Group is looking to add an Executive Leadership Facilitator (Leadership Development Design & Delivery). This role is responsible for the end-to-end design, co-creation, and delivery of the organization's executive and leadership development portfolio. This is a senior, partner-style individual contributor role designed for someone who brings executive credibility, strong facilitation presence, and deep expertise in leadership and learning experience design.

The role operates with significant autonomy and serves as a trusted advisor and thought partner to senior leaders-capable of appropriately challenging, guiding, and supporting leaders-while translating enterprise strategy into practical, high-impact leadership development across all levels of the organization.

This role is not focused on coordination or logistics. It owns quality, relevance, and impact.

Key Responsibilities

Leadership Development Design & Architecture

* Lead the design, redesign, and continuous evolution of executive and leadership development programs, including curriculum architecture, learning journeys, and participant experience design.

* Create and refine blended learning experiences (cohort-based programs, facilitation, action learning, coaching, assessments, peer learning, and reinforcement).

* Establish and maintain consistent design and quality standards across leadership development offerings, including facilitator guides, participant materials, and evaluation approaches.

Program Ownership & Facilitation

* Own the leadership development portfolio, including HORIZON (Executive Development & Assessment), ASCEND, EDGE, Propel, Emerging Leaders, and RPE Bootcamp.

* Lead and co-facilitate executive, EVP, and senior leader cohorts, including multi-day, in-person sessions and virtual experiences.

* Balance strong design capability with hands-on facilitation and delivery, bringing a confident, grounded executive presence.

Executive Partnership & Advisory

* Serve as a credible advisor and partner to senior leaders, HR partners, and program sponsors.

* Help shape development priorities, cohort composition, and individual leader focus areas aligned to business needs.

* Operate as a self-directed leader who can see the vision, help shape it when needed, and move the organization forward.

Executive Coaching & Leader Support

* Provide executive and senior leader coaching, embedded within cohort programs and through targeted 1:1 engagements, as appropriate.

* Integrate assessment insights into development planning and practical action.

External Partnerships & Innovation

* Partner closely with external firms including Thayer Leadership Group, FMI, Franklin Covey, and Gallup, co-creating and customizing content to reflect organizational context and leadership expectations.

* Bring external perspective, best practices, and fresh thinking from prior roles, consulting, or executive education to continuously evolve offerings.

Measurement & Impact

* Define and track success measures across programs (engagement, behavior change indicators, leadership effectiveness, readiness).

* Provide executive-ready insights on outcomes, themes, and opportunities for continuous improvement.

What Success Looks Like in the First 12 Months

* Re-architect and modernize at least one core executive or senior leader program (e.g., ASCEND or HORIZON).

* Establish a clearly differentiated leadership development pathway across levels (Emerging Leaders → Propel → EDGE → ASCEND → HORIZON).

* Implement consistent design and facilitation standards across the portfolio.

* Strengthen integration of coaching and assessment insights into leadership development.

* Build trusted relationships with senior leaders and introduce fresh, scalable leadership practices.

* Deliver a cohesive annual executive development portfolio plan aligned to enterprise priorities.

Qualifications

Required

* 10+ years of experience in executive development, leadership development, organizational development, talent management, executive coaching, HR leadership, or a comparable background.

* Demonstrated experience designing and delivering leadership or executive development programs (not just coordinating).

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