Employee Success Business Partner Director

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About Salesforce

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Employee Success (ES) Director Role Description

Employee Success (ES), our Human Resources organization, is comprised of Recruiting, Employee Success Business Partners (ESBPs), Compensation & Benefits, People Operations, Talent Growth & Development, Employee Relations, and more. We work collaboratively to build and support Salesforce, making business decisions based on our core values: Trust, Customer Success, Innovation, Equality, and Sustainability.

Role Description:

We are seeking a Director, Employee Success Business Partner (ESBP) to provide comprehensive HR business partnership to client organizations within Customer 360 Applications Engineering (Sales Cloud, Service Cloud, Marketing Cloud, Field Service, Commerce Cloud). In this role, you will work closely with the EVP of the Customer 360 Applications Engineering team on employee engagement and retention, manager/employee development and coaching, compensation planning, organizational development, change management, special projects, and AI (Agentforce)/analytics. The ideal candidate will possess strong analytical skills to help advise and influence their clients.

This is a complex role requiring proven capability to excel in a fast-paced environment and comfort working in a diverse and matrixed organization. You will report to the ESBP leader for Product and Platform Engineering.

Your Impact:

• Strengthen the leadership team of each function by providing coaching and development to executives.
• Act as a change-agent as the ES organization grows, aiming to provide a world-class customer and employee experience.
• Lead initiatives ranging from complex to highly complex, significantly impacting client needs. Initiatives include employee retention, talent assessment, succession planning, compensation (equity, bonus, merit), and employee/management development.
• Promote employee and organizational development, including management development, succession planning, performance management programs, skills gap analysis, and career development.
• Partner with and between Centers of Excellence (COEs) to deliver seamless human resources processes and programs across the organization. Leverage all HR programs, policies, processes, and systems.
• Provide clients with data, findings, and recommendations on the health of client organizations by assessing trends in performance, span of control, employee engagement, manager feedback, attrition, and turnover.
• Utilize our technology, such as Agentforce, to create a great employee experience throughout the entire employee life cycle.

Preferred Skills/Experience:

• Interpersonal skills and organizational agility: Proven track record of developing effective relationships across all levels of the organization and with diverse client groups. Ability to develop the trust of business executives and the support of the COEs. Demonstrated ability to drive major initiatives and influence stakeholders at all levels.
• Change management skills: Ability to add value through change management; help pivot the culture and improve overall effectiveness of the business and teams.
• Resiliency: Must be resilient in building relationships with business executives, exerting pressure when needed, and choosing priorities carefully.
• Problem-solving and critical thinking: Approach problem-solving from an evidence-based perspective, using sound reasoning and recognizing how emotion affects choices and implementation. Ability to diagnose and successfully handle organizational development issues.
• Strong business acumen: Enjoys the business side of business. Knowledgeable about the organization's finances and operations and how talent management affects each. Approaches problem-solving from a business-first perspective.
• Analytical Skills: Comfortable with data and using data to provide insights to help advise and influence business decisions.
• Project Management skills: Establish project objectives, analyze data, prioritize responsibilities, delegate tasks, execute project deliverables, and track and measure to successful completion.
• Outstanding written and verbal communication skills; must be an articulate and persuasive communicator.
• Ability to work effectively in a team environment and a highly matrixed business environment.
• Proven leadership capability and experience in driving a high level of employee satisfaction within the team.
• Ability to conduct group facilitation, and coach and counsel management at all levels.
• Knowledge of staffing and compensation strategies, practices, and processes.
• Participation in Leadership Development Programs like Elevate for internal candidates.

Minimum Qualifications:

• Minimum of 10+ years of strategic HR Business Partner experience and 15+ years overall HR experience.
• Leadership experience.
• Experience providing HR business partner support to global organizations of 1000+ employees.
• Proven HR experience, preferably within a high-growth technology organization.
• Results-driven, solutions-oriented, and comfortable in a fast-paced environment with competing priorities.
• Knowledge of Excel and PowerPoint: ability to prepare and lead executive-level presentations, and collect, assimilate, and analyze data.

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Posting Statement

Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that's inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications - without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.