Senior Director, Head of AI-Native ES

Salesforce•San Francisco, CA

8d•Hybrid

About The Position

Salesforce is seeking a Senior Director, Head of AI-Native ES to lead an experimental Employee Success (ES) team within a new AI-Native organization in Tech & Product. This role will serve as an Architect and business partner to the AI-Native leader, running a product-led pod to prototype, test, and scale AI-native workflows. The position involves reimagining how the organization supports employees, piloting new approaches to performance management, careers, and compensation, and translating learnings back to the broader ES function. This is a one-year experiment focused on deconstructing legacy ES processes, abandoning standard playbooks, and pioneering new ways of organizing, compensating, and evaluating AI-native talent. The role requires working across the organization with the influence needed to incubate Salesforce's future.

Requirements

Experience in a leadership role within Employee Success or a related HR function.
Proven ability to partner with and influence executive leadership.
Experience in designing and implementing new HR frameworks, particularly in areas like performance management, compensation, and organizational design.
Familiarity with product-led methodologies and agile sprint cadences.
Experience in architecting organizational functions, including pod structures and role profiles.
Demonstrated ability to use AI tools for workload management, data synthesis, and content creation.
Experience in transforming legacy processes and driving innovation within HR.
Strong understanding of organizational design, product management, and AI fluency.
Ability to work across functions and leverage existing systems while innovating.

Nice To Haves

Experience in a tech or product organization.
Experience with AI-native organizations or workflows.
Background in engineering or product management.
Experience with Salesforce's core values and culture.

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 applied 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 being built toward by being a daily, active user of AI tools (Slack AI, Claude Code, Gemini, Agentforce) to manage workload and orchestrate agents.
Use AI to compress the intelligence cycle, rapidly synthesizing inputs for a current, clear picture of the talent market and team performance.
Accelerate executive communications and content development using AI tools to draft, pressure-test, and sharpen briefing documents, leadership narratives, and presentation materials.
Rethink how work gets done by using AI as a lens for redesigning HR workflows from the ground up, experimenting with agentic workflows.
Bring AI into cross-functional problem solving as a tool, not an afterthought, modeling an AI-first approach to tackling hard problems.