Employee Success Business Partner Senior Manager

Salesforce•Indianapolis, IN

3d•$143,400 - $216,900•Hybrid

About The Position

Salesforce is seeking Employee Success Business Partner (ESBP) Senior Managers to provide comprehensive HR business support to their Global Professional Services and Sales organizations. This role involves close collaboration with HRBPs, Centers of Excellence (COEs), and key team members to offer guidance, drive strategy, and influence client groups on various HR-related topics. These topics include, but are not limited to, People Strategy, Equality, Organizational Design & Development, Change Leadership, Engagement and Retention, Leader Development and Coaching, and solution orchestration. The position requires partnering with COEs, HRBPs, and global teams to identify, design, and implement HR initiatives that align with the organization's business needs. The ideal candidate will be motivated to make a significant impact in critical business areas, thrive in a fast-paced and evolving environment, and seek to work with a strong HR Business Partner team.

Requirements

7 years of related Human Resource Business Partner experience (Director)
Demonstrated track record of developing effective relationships across all levels of the organization and with diverse client groups.
Strong business acumen.
Demonstrated ability to drive major initiatives through the organization and influence decision makers at all levels.
Ability to be proactive, to anticipate and provide alternatives and options to the business.
Ability to diagnose and successfully handle organizational development issues.
Outstanding written and verbal communication skills; must be an eloquent and persuasive communicator.
Excellent interpersonal, group, process and influence skills.
Ability to prepare and make senior level presentations, and build a narrative based on collection and analysis of data.
Ability to conduct group facilitation, and coach and counsel management at all levels.
Experience in leadership development and being a trusted advisor to Sr Leader level.
Ability to partner with various COEs to build an equality strategy and other key initiatives for the organization you partner with
Ability to work effectively in a team environment.
Ability to work with both onsite and distributed teams effectively.
Knowledge of federal, state and local laws, statutes, etc. which govern employment policies and practices.
Knowledge of staffing and compensation strategies, practices and processes.
Ability and desire to operate with a high degree of flexibility.

Nice To Haves

Experience will be evaluated based on alignment to the competencies for the role (e.g. extracurricular leadership roles, military experience, volunteer work, etc.).
Should have knowledge of Google products (Sheets, Slides etc)

Responsibilities

Operate as a trusted advisor by using professional credibility and positive relationships with senior leaders to influence key priorities.
Strengthen the leadership team of each organization by providing coaching and development to senior leaders.
Act as a change-agent as the business continues to reshape itself with a goal of providing a world class customer and employee experience.
Lead complex initiatives where the impact is significant in supporting the client's needs. Initiatives include employee retention, talent assessment, succession planning, organizational design, compensation planning (equity, bonus, merit), and leadership development.
Promote People Strategies that align with the business goals focusing on the talent needed to complete the vision. Deliver results through development, succession planning, career development, skills gap analysis etc.
Partner with and between COE’s and regional HR teams to deliver seamless human resources processes and programs across the organization. Leverage all HR programs, policies, processes and systems.
Provide client with analysis of client organizations' "health" by looking at trends in performance, employee satisfaction, attrition, diversity etc.
Demonstrate proficiency in and partnership with other functional areas of Human Resources.
As a member of the ESBP team, this role may also create cross-functional initiatives and must be able to think beyond aligned client group for broader impact and understanding.