Employee Success Business Partner Director

Salesforce•Indianapolis, IN

1d•Hybrid

About The Position

Salesforce is seeking a Strategic Employee Success Business Partner (ESBP) Director to join their Employee Success for Employee Success (ES4ES / HR4HR) client group. This role partners directly with senior HR and People leaders who shape the future of Salesforce’s workforce. The position operates as a trusted advisor to senior executives (VP+ level leaders) across the Employee Success organization, including leaders in ESBP, Workforce Transformation, Agentic Talent Experience, and HR COEs. The work has enterprise-wide ripple effects as clients are the teams designing Salesforce’s people strategy.

Requirements

10+ years of experience as an HR/ES Business Partner or in a similar strategic talent advisory role, with a proven track record of supporting executive-level clients.
A deep curiosity for how business operates. You understand growth trajectories, product lifecycles, and the impact of AI on the modern workforce.
Demonstrated experience leading organizations through large-scale transformations, utilizing formal change management models to improve culture and effectiveness.
Ability to analyze complex datasets and "connect the dots" between people metrics and business outcomes.
A natural ability to build high-trust, collaborative relationships across diverse teams and formal/informal networks.
Experience will be evaluated based on alignment to the Values & Behaviors for the role (e.g. extracurricular leadership roles, military experience, volunteer work, etc.).

Nice To Haves

Experience navigating international data privacy and residency frameworks (e.g., sovereign cloud policies) and their impact on talent mobility.
Specialized knowledge in executive coaching, high-potential assessment tools, and building diverse leadership pipelines.
Experience working in high-growth SaaS or AI-driven environments where agility and "fearless invention" are required.

Responsibilities

Serve as a proactive consultant to senior leaders to shape organizational strategy, business transformation, and AI/Agent integration.
Align talent initiatives with fiscal year goals and lead executive-level hiring strategies.
Serve as a high-impact trusted advisor to the ES leadership team, utilizing advanced consultative skills to navigate a complex organizational ecosystem.
Provide values-aligned coaching—anchored in Trust, Customer Success, Innovation, and Equality—to empower leaders as they navigate organizational change and address engagement challenges.
Leverage professional poise to bridge differing perspectives among high-level practitioners, building the consensus necessary to improve retention and achieve strategic people outcomes.
Lead critical talent cycles including succession planning, merit and compensation reviews, and workforce planning.
Act as "Customer Zero," testing and refining internal initiatives before they are scaled to the broader organization.
Mobilize stakeholders across Legal, Finance, and HR Centers of Excellence (COEs).
Bridge the gap between global corporate strategy and local business needs, including managing location strategy and executive spans/ratios.
Use data-driven insights to monitor organizational health.
Connect engagement data (from GIS surveys) to tangible business metrics like revenue per employee and retention risk.
Stay ahead of international digital shifts, such as the National Cloud Computing Policy (NCCP), to advise the business on data sovereignty, digital inclusivity, and regional talent development.