Senior Director, Employee Success Business Partner

Salesforce•Indianapolis, IN

About The Position

Join our world-class Employee Success Business Partner (ESBP) team during a pivotal era where CRM, AI, Data, and Trust converge. As a Strategic ESBP Director, you will be a lead architect of our people strategy, acting as a "trusted advisor" to senior executives (Sr. Director+). In this role, you will help guide the team making this happen. You will align closely with the lead ESBP and business leaders on People strategy, while working with the wider Employee Success team to advise on engagement, development, organizational design, and change management. This role is designed for a visionary leader who thrives on organizational design, leadership coaching, and navigating complex global digital policies to ensure our workforce is prepared for the future of AI and cloud innovation.

Requirements

Strategic Experience: 8+ 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.
Business & Tech Acumen: A deep curiosity for how business operates, including growth trajectories, product lifecycles, and the impact of AI on the modern workforce.
Change Leadership: Demonstrated experience leading organizations through large-scale transformations, utilizing formal change management models.
Data Literacy: Ability to analyze complex datasets and "connect the dots" between people metrics and business outcomes.
Relationship Building: A natural ability to build high-trust, collaborative relationships across diverse teams and formal/informal networks.
Education/Experience: Experience will be evaluated based on alignment to the Values & Behaviors for the role (e.g., professional experience, military service, or volunteer leadership).

Nice To Haves

Global Perspective: Experience navigating international data privacy frameworks and sovereign cloud policies and their impact on talent mobility.
Talent Development Expertise: Specialized knowledge in executive coaching, high-potential assessment tools, and building diverse leadership pipelines.
Innovation Mindset: Experience working in high-growth SaaS or AI-driven environments where agility and "fearless invention" are required.

Responsibilities

Strategic Consulting: Serve as a trusted advisor to senior level leaders, translating high-level business strategy into actionable people plans and HR priorities, aligned with the lead ESBP's direction.
Workforce Plan Execution: Manage the execution of the strategic workforce plan, which includes analyzing headcount needs, monitoring talent allocation, and facilitating location strategy decisions within the assigned business unit.
Org Health Management: Utilize Org Health metrics and analytics to diagnose skill gaps, team health issues, and organizational structure challenges, providing data-driven recommendations to the lead HRBP and business leaders.
Change Management Support: Support and facilitate major change management initiatives (e.g., restructurings, digital transformations) by implementing communications, engagement strategies, and risk mitigation plans defined by the core team.
Talent Program Management: Manage and drive the successful execution of core talent lifecycle processes—including performance reviews, compensation planning, promotions, and succession planning—within the business unit.
Leadership Coaching: Provide coaching and consultation to managers on employee relations, team development, retention strategies, and effective utilization of HR programs and tools.
Talent Identification: Partner with Talent Acquisition and Learning & Development teams to identify critical talent needs and ensure integrated delivery of talent programs.
HR Solutions Orchestration: Act as the primary interface to coordinate and orchestrate the delivery of specialized HR services (e.g., Total Rewards, Employee Success) to the business, ensuring a seamless experience.
Stakeholder Influence: Influence and manage stakeholder expectations by communicating HR strategy and program objectives effectively.
Values Integration: Ensure all people practices and leader actions reinforce the company's core values and focus areas.