Director, Executive Talent Experiences

Salesforce•Chicago, IL

1d•Hybrid

About The Position

Salesforce is seeking a Director, Executive Talent Experiences to reimagine how they develop, enable, and support their most senior leaders. This role is at the intersection of executive development, organizational change, executive operations, talent strategy, and AI. The individual will design and orchestrate high-impact experiences to help senior leaders change their leadership approach, improve decision-making, and scale their impact. The position involves shaping the future of executive development by defining strategy, designing impactful experiences, and translating business priorities into targeted development interventions. It also emphasizes an AI-first approach to learning, exploring AI applications for personalized development, insights, simulations, and coaching. The role requires an "elevated executive experience" by operating with a chief-of-staff mindset, anticipating needs, managing details, and ensuring seamless executive interactions. It also involves building executive talent and succession synergies by partnering with HR and business leaders to strengthen talent strategy, identify critical capabilities, and connect development to talent decisions. Success is defined by executives experiencing relevant, personalized, high-value development that leads to observable changes in behavior and organizational impact, with AI meaningfully embedded in the learning process. The ideal candidate possesses strong skills in Learning Design, Chief of Staff operations, and Analytical/Systems Thinking, with an AI-first mindset.

Requirements

Significant experience in executive development, leadership development, talent management, organizational effectiveness, learning experience design, chief-of-staff work, strategy, or a related field.
Demonstrated ability to design learning and development experiences that result in behavior change and organizational impact, particularly with senior or executive populations.
Strong understanding of executive leadership, organizational dynamics, talent strategy, and the realities of operating at scale.
Exceptional executive presence and the ability to build trust and credibility with C-suite and senior leaders.
Strong chief-of-staff instincts: highly organized, detail-oriented, anticipatory, discreet, pragmatic, and excellent at managing complexity.
Strong analytical and systems-thinking capabilities; able to synthesize ambiguous inputs, identify patterns, and turn insight into action.
Experience with executive talent processes such as succession planning, talent reviews, leadership assessments, executive onboarding, or executive coaching.
Curiosity and demonstrated interest in AI and the future of work and learning, with a willingness to experiment and challenge conventional approaches.
Excellent written, verbal, facilitation, and stakeholder-management skills.
Ability to operate comfortably between strategy and execution—zooming out to define the system and zooming in to ensure every detail is right.
You are equally comfortable in three modes: Strategist — You can see around corners, understand the business, and define what leaders will need next; Designer — You can turn a complex leadership challenge into an experience that changes behavior and creates lasting impact; Operator — You execute with extraordinary precision and care, understand how executives operate, and make complex experiences feel effortless.
You are intellectually curious, highly discerning, low-ego, and energized by ambiguity; you care deeply about the quality of the experience, but you care even more about whether it actually changes how leaders lead and how organizations perform.

Nice To Haves

Travel approximately 25%

Responsibilities

Define and evolve the strategy for executive talent experiences across the company, aligned to business strategy and the capabilities required for the next generation of leaders.
Design distinctive, high-impact experiences for executives and senior leaders that drive measurable changes in leadership behavior, decision-making, and organizational performance.
Translate business priorities, leadership challenges, and organizational shifts into targeted development experiences, interventions, and moments that matter.
Reimagine executive development beyond traditional courses and workshops through experiences, simulations, coaching, peer learning, real-work application, and AI-enabled development.
Build differentiated experiences for different executive populations, leadership moments, and business contexts.
Serve as a thought leader on the future of executive learning and development in an AI-enabled organization.
Explore and apply AI to personalize development journeys, generate insights, create simulations and scenarios, augment coaching, and make learning more continuous and embedded in leaders’ day-to-day work.
Experiment rapidly with emerging AI capabilities and translate them into practical, high-quality executive experiences.
Design for a world where leaders can learn in the flow of work, leverage AI as a thought partner, and receive highly personalized development support.
Establish principles and standards for responsible, high-quality use of AI in executive talent experiences.
Operate with a true chief-of-staff mindset: anticipate needs, understand context, connect dots, manage details, and ensure every executive interaction feels intentional and seamless.
Partner closely with executives, chiefs of staff, executive assistants, HR business partners, talent leaders, and other senior stakeholders to understand needs and deliver exceptional experiences.
Prepare leaders and stakeholders for critical moments such as leadership transitions, strategic shifts, executive offsites, succession discussions, major organizational changes, and executive onboarding.
Bring rigor and polish to the end-to-end experience, from design and preparation through delivery, follow-through, and measurement.
Build deep trust with senior leaders and become a credible thought partner on leadership and talent.
Partner with senior HR and business leaders to strengthen executive talent strategy, including succession planning, executive readiness, talent reviews, and leadership pipelines.
Identify critical capabilities and experiences leaders need to be ready for future roles and increasingly complex business challenges.
Connect executive development more explicitly to talent decisions, succession, mobility, and organizational capability.
Develop mechanisms to identify emerging leadership needs and create targeted development responses before gaps become business problems.
Use talent and organizational data to surface trends, risks, and opportunities across the executive population.
Develop frameworks, operating rhythms, and mechanisms that make executive development more consistent, scalable, and measurable.
Build systems that connect insights from executive development, talent reviews, succession, organizational changes, and business performance.
Establish meaningful measures of impact that go beyond participation and satisfaction to assess behavior change, leadership effectiveness, organizational outcomes, and talent movement.
Use data, qualitative insight, and executive feedback to continuously improve experiences.
Balance bespoke executive experiences with scalable solutions that can evolve with the organization.