Employee Success Business Partner Senior Director

Salesforce•Indianapolis, IN

32d

About The Position

We are seeking a Sr. Director, Employee Success Business Partner (ESBP) to support senior leaders across Salesforce’s Technology & Product (T&P) organization. This role will provide full-spectrum HR business partnership, including organizational health, leadership effectiveness, talent strategy, employee engagement, manager and employee development, compensation planning, and support for major change initiatives.In this capacity, the Sr. Director will work closely with an EVP-level leader within T&P, advising on organizational design, scaling strategies, culture, retention, and workforce planning. The role will also contribute to AI- and analytics-enabled talent insights, and lead or support cross-organizational projects that require tight coordination across teams.The ideal candidate thrives in a complex, fast-moving, matrixed environment; brings strong analytical and executive-influencing skills; and has demonstrated experience navigating senior-level relationships in large-scale technology organizations.This role reports into the ESBP leader for Product & Platform Engineering and will be a key member of the broader T&P ESBP leadership team.

Requirements

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.

Nice To Haves

Interpersonal skills and organizational agility: Demonstrated 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: A successful candidate must be resilient in building relationships with the business executives, exerting pressure when pressure may be needed, but also choosing their 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 with the keen ability to diagnose and successfully handle organizational development issues.
Strong business acumen: Recognizes and enjoys the business side of business. Has knowledge about the organization’s finances and operations and how talent management affects each. Approaches problem solving from a business-first perspective.
Analytical Skills: Comfort 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, 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 of driving a high level of employee satisfaction within team.
Ability to conduct group facilitation, and coach and counsel management at all levels.
Knowledge of staffing and compensation strategies, practices and processes.
Leadership Development Programs participation like Elevate for internal candidates

Responsibilities

Strengthen the leadership team of each function by providing coaching and development to executives.
Act as a change-agent as the ES organization grows with the goal of providing a world class customer and employee experience.
Lead initiatives ranging from complex to highly complex where the impact is significant in supporting the client's 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 client with data, findings, and recommendations of client organizations' "health" by assessing trends in performance, span of control, employee engagement, manager feedback, attrition and turnover, etc.
Utilize our own technology like Agentforce to create a great employee experience throughout the entire employee life cycle.