Sr. Director, Enterprise Architecture & Org Transformation

Salesforce•Indianapolis, IN

18d

About The Position

As the Sr. Director of Enterprise Architecture & Org Transformation, you will be the architect of our future-state operating models. This is not a role for a traditional headcount manager. It is a strategic position designed for both a visionary and an operator who views a global organization as a complex, interconnected system. You will lead a multidisciplinary team including Capacity Planning, Location Strategy, Redesign, and Redeployment to ensure our workforce is structured for maximum agility, cost-efficiency, and AI-readiness. You will focus on the How and Where of our global work, defining the macro-level blueprints that Business Units then execute against.

Requirements

Systems Thinking: The ability to see the Big Picture and understand how a change in location strategy impacts capacity planning and org health.
Strategic Foresight: Experience translating business strategy, such as a pivot to AI-first, into a future-state organizational architecture.
Financial & Analytical Acumen: Deep comfort with ROI logic, cost-to-serve models, and workforce analytics tools like Workforce Blueprint or OrgVue.
Executive Influence: The ability to challenge the C-suite on structural inefficiency and build compelling business cases for radical change.
Experience: 12+ years in Workforce Planning, Org Design, or Management Consulting, with a proven track record of leading enterprise-wide transformations.

Responsibilities

Visionary Org Design: Design large-scale enterprise models, moving beyond simple boxes and lines to define modern operating models that leverage AI and automation.
Enterprise Architecture: Own the Structural Health of the company, setting the global standards for spans, layers (8x9), and role density to eliminate shadow orgs and role sprawl.
Value Chain Mapping: Conduct end-to-end mapping across major functions to identify cross-functional alignment opportunities and ensure the right roles are in the right places.
Macro Capacity & Headcount Strategy: Own the enterprise-wide workforce planning cycle for both annual and quarterly periods. Instead of managing BU-specific spreadsheets, you will set the top-down constraints for capacity, budget, and headcount that keep the enterprise balanced.
Location & Geo Strategy: Define the global hub-and-spoke strategy, optimizing for labor economics, talent supply, and geopolitical risk.
Workforce Segmentation: Establish the framework for Critical vs. Commodity roles, determining our long-term build, buy, borrow, or bot strategy.
Redeployment Governance: Oversee the framework for talent mobility and rebalancing, ensuring we can shift capacity dynamically as business priorities evolve.