Employee Success Business Partner

Salesforce•Seattle, WA

About The Position

Salesforce is seeking a U.S.-based Employee Success Business Partner (ESBP) to join its Employee Success organization. The role has significant scope and impact, coordinating with ESBPs, Centers of Excellence, People Services & Operations, Reward Partners, and other teams to deliver programs and initiatives that meet business needs. It provides dedicated support to ESBPs and leaders in the sales distribution team on organizational health reviews, organizational changes, promotions, talent and performance reviews, employee experience surveys, and related work. The successful candidate will work in a fast-paced, changing environment and bring a strategic, proactive approach. The role combines HR partnership and coaching with operational and analytical support, project leadership, process improvement, and the use of data and technology to improve employee and manager experiences.

Requirements

Experience working with Employee Success Business Partners, Centers of Excellence, executives, managers, and employees to address issues and implement HR solutions and strategies.
Ability to support diverse, geographically dispersed, multicultural teams in a fast-paced environment.
Self-starter with a proactive approach.
Comfort with ambiguity and a demonstrated ability to drive change.
Ability to build effective relationships across organizational levels and diverse client groups.
Excellent verbal and written communication skills, including the ability to communicate succinctly.
Ability to maintain confidentiality, including when handling highly sensitive data.
Ability to ramp up quickly, understand Salesforce’s culture, and identify issues or development opportunities proactively.
Ability to collect, assimilate, analyze, and present data.
Strong knowledge of Google Drive, including Sheets and Slides, or comparable spreadsheet and presentation software; Workday; and Tableau.
Ability to translate trends and data into insights and clear themes for presentation.
Ability to partner with Centers of Excellence to design, build, and implement programs and processes that support business needs.
Ability to deliver difficult feedback, coach leaders through challenging situations, and facilitate team discussions.
General knowledge of employment policies and practices.
Knowledge of staffing, compensation, and talent management best practices.
Bachelor’s degree or equivalent relevant experience.

Responsibilities

Advise ESBP partners and business leaders, ensuring HR strategies support business needs.
Provide operational and analytical support to ESBPs using quantitative and qualitative data for strategic Employee Success programs and initiatives.
Monitor and interpret trends and metrics related to employee satisfaction, attrition, and turnover, and use HR analytics tools to inform decisions.
Determine analyses needed to explain organizational health to leaders and recommend relevant Employee Success activities.
Support digital transformation through AI, agents, user acceptance testing, and continuous process improvement.
Partner with ESBPs, Centers of Excellence, and global partners to deliver coordinated HR processes, programs, and insights.
Support business units’ talent strategies, including retention, talent assessment, succession planning, compensation, mobility, and change management.
Lead Employee Success projects by tracking objectives, timelines, communications, and outcomes; coordinate other team members when needed.
Partner with leaders to improve organizational effectiveness and promote a high-performance culture.
Support business transformation and change, including growth, acquisitions, and reorganizations.
Coach and enable people leaders and employees on Employee Success topics and programs, and help resolve issues.
Create tools, templates, and resources to support consistent service delivery at scale.
Work with Employee Success Operations to transfer knowledge and address root causes of service issues affecting employee and manager experiences.
Partner with Centers of Excellence and People Services & Operations colleagues to identify work that can be scaled through automation or revised processes, and recommend appropriate ownership across teams.