Talent Partner Director

Salesforce•Indianapolis, IN

About The Position

About Salesforce Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all. Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce. Role Overview The Talent Strategy Director serves as a principal strategic partner to Human Resources (HR) Business Partner Leaders and their teams supporting global business organizations. This role is responsible for architecting and driving the long-range talent strategy for the Business Unit (BU) by consulting on business-specific needs, talent priorities, and desired outcomes. As a critical conduit between the business and the Talent Center of Excellence (CoE), the Talent Lead scales enterprise-wide initiatives while designing and helping to implement bespoke solutions that drive business value. You will straddle big-picture strategy and large-scale operational effectiveness to ensure global leadership teams are equipped for the future.

Requirements

Experience: Extensive experience (typically 10+ years) in Talent Management, Organizational Development, or as an HR Business Partner within large, fast-paced, global organizations.
Transformational Leadership: A proven track record of building deep relationships and providing strategic guidance in a complex, matrixed industry.
Change Mastery: Expert-level change management skills at the individual, team, and organizational levels.
Execution & Pivot: The ability to flex between high-level strategy and the operational details of program management, with the agility to pivot as business priorities change.
Influence: Proven ability to partner effectively across functions and influence senior leaders without direct authority.
Analytical Rigor: Strong ability to analyze complex data sets to see opportunities and translate them into actionable recommendations.

Nice To Haves

Executive Coaching: Practical experience providing formal or informal coaching and development to senior executives.
Systems Expertise: Proficiency in utilizing enterprise Talent Management tools and standard processes to achieve business objectives.
Pipeline Knowledge: Deep understanding of leadership competencies and the evolving demands of a modern leadership pipeline.

Responsibilities

Business Alignment: Use deep and broad business understanding to provide strategic guidance on long-term talent priorities and organizational health.
Executive Strategy: Partner with HRBPs to drive and facilitate executive-level talent strategies, including critical role succession planning, talent movement, and organizational design.
Capability Gap Analysis: Proactively identify organizational capability gaps within the BU and make data-driven recommendations to leadership to mitigate talent risks.
COE Collaboration: Represent the BU perspective with CoE partners to innovate, design, and test talent management programs (promotions, talent reviews, etc.) before global rollout.
Implementation Excellence: Lead the BU-specific plan to scale talent programs consistently. This includes managing change strategy, communication plans, and enablement for senior leaders.
Global Integration: Connect with Talent Leads and CoE partners globally to ensure feedback loops are effective and that talent initiatives are aligned with the broader corporate ecosystem.
Data-Driven Narrative: Analyze talent data and HRIS insights to identify "blocks" in the talent pipeline, proposing solutions and communicating a sound narrative to senior stakeholders.
Subject Matter Expertise: Serve as the resident expert on high-performance culture, performance consulting, and leadership development for the HR teams.
Cross-Functional Networking: Build a robust network across Recruiting, DEI, People Analytics, and Total Rewards to ensure the BU’s voice is represented in all company-wide talent priorities.