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.
This 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, FranklinCovey, 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).
Exceptional executive facilitation skills and strong live presence.
Executive credibility, sound judgment, and the ability to operate with discretion and minimal oversight.
Comfort operating in complex, matrixed organizations and navigating ambiguity.
Willingness to travel approximately 25–30%.
Preferred
Executive coaching experience or certification (e.g., ICF).
Background in consulting or executive education.
Experience in large, multi-brand organizations.
Experience in engineering, AEC, construction, or related industries.
Experience with leadership assessments such as
Hogan, MBTI, DISC, Birkman, CliftonStrengths .
Why This Role Is Different
This is a
senior individual contributor
role with true ownership and influence.
The role combines
design authority, facilitation excellence, and executive partnership .
It shapes leadership capability across the full pipeline—from emerging leaders to executives.
Success is measured by
impact , not activity.
Benefits
Medical Insurance
Dental Insurance
Vision Insurance
Health Savings Account
Healthcare Flexible Spending Account
Dependent Care Flexible Spending Account
401(k) retirement plan with employer match
Life & AD&D Insurance
Long-term Disability Insurance
Short-term Disability Insurance
Critical Illness Insurance
Accident Insurance
Hospital Indemnity Insurance
Home & Auto Insurance
Family Support
Pre-tax Paid Parking/Public Transportation
Paid time off: 2 Weeks for Non-Exempt and Three Weeks for Exempt
Time Away Benefits
8 Paid Holidays
Group Legal
Employee Stock Purchase Plan
Identity Theft Protection
Pet Insurance
Employee Assistance Program
The salary range for this position is a base pay of $110,000-140,000 annually plus the potential for a discretionary yearly bonus.
Disclaimer The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.
EEO Statement The STO Building Group family of companies—Structure Tone, Structure Tone Southwest, Pavarini Construction Co., Pavarini McGovern, LF Driscoll, Govan Brown, Ajax Building Company, BCCI Construction, Layton Construction, Abbott Construction, and RC Andersen—includes over 4,000 employees located in offices throughout the US, Canada, UK, and Ireland. We provide a complete range of construction services, from site selection analysis, design constructability review and aesthetic enhancements to interior fit-outs, new building construction, and building infrastructure upgrades and modernization. Learn more about how we partner with our clients to imagine, execute, and realize their vision at stobuildinggroup.com.
We are an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
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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.
This 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, FranklinCovey, 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).
Exceptional executive facilitation skills and strong live presence.
Executive credibility, sound judgment, and the ability to operate with discretion and minimal oversight.
Comfort operating in complex, matrixed organizations and navigating ambiguity.
Willingness to travel approximately 25–30%.
Preferred
Executive coaching experience or certification (e.g., ICF).
Background in consulting or executive education.
Experience in large, multi-brand organizations.
Experience in engineering, AEC, construction, or related industries.
Experience with leadership assessments such as
Hogan, MBTI, DISC, Birkman, CliftonStrengths .
Why This Role Is Different
This is a
senior individual contributor
role with true ownership and influence.
The role combines
design authority, facilitation excellence, and executive partnership .
It shapes leadership capability across the full pipeline—from emerging leaders to executives.
Success is measured by
impact , not activity.
Benefits
Medical Insurance
Dental Insurance
Vision Insurance
Health Savings Account
Healthcare Flexible Spending Account
Dependent Care Flexible Spending Account
401(k) retirement plan with employer match
Life & AD&D Insurance
Long-term Disability Insurance
Short-term Disability Insurance
Critical Illness Insurance
Accident Insurance
Hospital Indemnity Insurance
Home & Auto Insurance
Family Support
Pre-tax Paid Parking/Public Transportation
Paid time off: 2 Weeks for Non-Exempt and Three Weeks for Exempt
Time Away Benefits
8 Paid Holidays
Group Legal
Employee Stock Purchase Plan
Identity Theft Protection
Pet Insurance
Employee Assistance Program
The salary range for this position is a base pay of $110,000-140,000 annually plus the potential for a discretionary yearly bonus.
Disclaimer The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law.
EEO Statement The STO Building Group family of companies—Structure Tone, Structure Tone Southwest, Pavarini Construction Co., Pavarini McGovern, LF Driscoll, Govan Brown, Ajax Building Company, BCCI Construction, Layton Construction, Abbott Construction, and RC Andersen—includes over 4,000 employees located in offices throughout the US, Canada, UK, and Ireland. We provide a complete range of construction services, from site selection analysis, design constructability review and aesthetic enhancements to interior fit-outs, new building construction, and building infrastructure upgrades and modernization. Learn more about how we partner with our clients to imagine, execute, and realize their vision at stobuildinggroup.com.
We are an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
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