Senior Director, Head of AI-Native ES

Salesforce•Austin, TX

1d•$181,700 - $332,600•Remote

About The Position

To support a new AI-Native organization within Tech & Product, we're building an equally self-directed and agile Employee Success (ES) team. The Head of AI-Native ES will lead this experimental team and serve as Architect (business partner) to the AI-Native leader. You'll run a product-led pod within ES that prototypes, tests, and scales AI-native workflows to build Salesforce's AI-Native ES function. You'll reimagine how we support the organization, piloting new approaches to performance management, careers, and compensation, then translating those learnings back to ES. This is a one-year experiment to deconstruct legacy ES processes, abandon standard playbooks, and pioneer new ways of organizing, compensating, and evaluating AI-native talent. You'll work across the organization with the influence needed to incubate Salesforce's future.

Requirements

AI fluency
Org design
Product management
Experience with AI tools such as Slack AI, Claude Code, Gemini, and Agentforce
Ability to leverage AI to compress the intelligence cycle and synthesize inputs
Ability to use AI tools to accelerate executive communications and content development
Ability to use AI as a lens for redesigning HR workflows
Ability to bring AI into cross-functional problem solving

Nice To Haves

Experience in a leadership role within Employee Success (ES)
Experience with product-led pods and agile methodologies
Experience in piloting new approaches to performance management, careers, and compensation
Experience in deconstructing legacy processes and abandoning standard playbooks
Experience in organizing, compensating, and evaluating AI-native talent

Responsibilities

Serve as the primary ES partner to the leadership team of a new AI-Native org within Tech & Product
Run the executive operating cadence: Weekly Ship Reviews of deployed talent capabilities, Monthly Capability Syncs, and Quarterly Audits
Build the C-suite narrative connecting talent interventions to AI product outcomes, and translate experimental activity into clear, defensible business impact
Own the operating cadence for the AI-Native ES team, leading product-led pods that build, test, and incubate new HR frameworks
Align the team's sprint cadence with the AI-Native org's, so talent deliverables amplify product milestones
Replace traditional SLAs with outcome-based measures (e.g., time-to-value, talent throughput); sunset programs that aren't producing outsized results
Build new talent products, then package them into standard playbooks for legacy ES to scale
Pioneer new models of compensation, performance, and organizational design that account for both human and AI capacity
Operate as the bridge to legacy ES, leaning on existing systems for compliance and payroll while innovating on the frontier
Architect the AI-Native ES function: pod structures, role profiles, and a hiring bar that blends org design, product management, and AI fluency
Partner with engineering leaders to design AI-native team structures, operating rhythms, and ways of working
Treat the team's internal operations as a continuous experiment, applying the same rapid-prototyping methods you apply to the business
Cultivate a product-led culture where the team is empowered to dismantle legacy processes and pivot fast when experiments fall short
Model the behavior you're building toward. As a leader within Human Systems, you are expected to be a daily, active user of AI tools, leveraging Slack AI, Claude Code, Gemini, and Agentforce to manage your workload and orchestrate agents.
Use AI to compress the intelligence cycle. Leverage AI to rapidly synthesize inputs from across the organization so you always have a current, clear picture of the talent market and team performance.
Accelerate executive communications and content development. Use AI tools to draft, pressure-test, and sharpen briefing documents, leadership narratives, and presentation materials.
Rethink how work gets done, not just how fast. Use AI as a lens for redesigning HR workflows from the ground up.
Bring AI into cross-functional problem solving. When complex challenges surface, the kind that stall teams or create recurring drag, bring AI into the room as a problem-solving tool, not an afterthought.