Transformation Communications Lead

Salesforce•San Francisco, CA

About The Position

The Transformation Communications Lead will join Salesforce’s Experience Design organization, which includes Product Design professionals, UX Engineers and Architects, Researchers, Operations, and Storytellers. The organization aims to turn technological capability into human value by creating useful, connected experiences in an agentic enterprise. This role will help define and communicate the organization’s transformation to AI-native design and research. The lead will shape shared language and organizational narratives, build communications infrastructure for priority programs, and guide adoption of AI-augmented ways of working. The position works with executive sponsors and program managers to clarify what changes mean for different audiences and daily practice, and to track whether change has taken hold. Success includes helping program leads and executive sponsors make informed decisions using impact analysis, creating shared understanding of the transformation, and increasing adoption. The role also co-owns program reinforcement systems and supports organizational readiness through segmented communications and adoption tracking.

Requirements

At least 7 years of experience in change management, organizational communications, or internal communications in a matrixed technology organization, with demonstrated accountability for program adoption outcomes.
Experience developing audience-segmented communication plans and producing distinct messaging for different groups, such as individual contributors, managers, and senior leaders, within the same program.
Experience partnering with senior or executive stakeholders to assess and define organizational change, including producing written artifacts such as impact assessments, alignment briefs, or stakeholder maps used in program decisions.
Ability to maintain a point of view under pressure, including challenging a program’s framing of change, redefining the transformation, or redirecting communications to meet audience needs.
Experience defining and tracking adoption or behavior-change metrics, establishing baselines, measuring progress, and using data to adjust communications strategy.
Applied professional experience with a recognized change management framework, such as Prosci ADKAR, Kotter, the McKinsey Influence Model, or an equivalent.

Nice To Haves

Experience supporting AI adoption, digital transformation, or technology workforce transitions, including familiarity with tool-driven role change and related communication strategies.
Experience establishing a change communications practice, program, or function in an organization where one did not previously exist.
Experience working in or alongside a design, UX research, or product organization; familiarity with design and research roles and workflows is a plus.
A portfolio of written communications work, program playbooks, manager briefings, change narratives, or stakeholder impact assessments demonstrating range and quality of written output.

Responsibilities

Build and run segmented readiness programs, organize the organization into readiness cohorts, develop tailored messaging for each cohort, and track movement from awareness to active adoption.
Co-define change impact for 2–3 priority transformation programs with executive sponsors and design program managers.
Facilitate structured working sessions and produce change summaries, such as heat maps and alignment briefs, to align leadership before program changes are launched.
Shape the shared language and organizational narrative explaining how work is evolving, who Experience is becoming, and why the transformation matters.
Write audience-based communications that explain the direct effects of change on individual contributors’ and managers’ day-to-day work, including people, process, and technology dimensions.
Translate the organization’s transformation narrative into practical guidance that helps teams understand what is changing and what it asks of them.
Co-own the end-to-end reinforcement system for each program.
Define and track adoption or behavior-change metrics, establish baselines, measure progress, and use data to adjust communications strategy.