Senior Director, Employee Success Business Partner

Job Category: Employee Success Job Details: The Sr. Director-level ESBP role sits within Salesforce’s Technology & Product (T&P) organization and serves as the strategic people partner to the President & Chief Infrastructure Officer, supporting the global Trust & Infrastructure organization. In a business where trust, uptime, and regulatory rigor are non-negotiable, this role operates at the center of mission‑critical operations. The Senior Director, ESBP – Infrastructure will act as a trusted advisor to the President & Chief Infrastructure Officer and senior Infrastructure leaders, shaping people strategy for a highly technical, globally distributed organization. This role also leads a team of ESBPs aligned to Infrastructure functions, ensuring cohesive execution of workforce strategy across availability, platform, GS&S, security, public sector, capacity, and compliance domains. Key Responsibilities Executive Partnership & Strategic Advising Serve as the primary people advisor to the President & Chief Infrastructure Officer. Provide business-grounded counsel on talent strategy, organizational health, operating rigor, and leadership effectiveness across mission‑critical infrastructure domains. Influence executive decisions by translating infrastructure strategy, regulatory requirements, and investment priorities into clear people implications. ESBP Team Leadership & Integration Lead and develop a team of ESBPs supporting Infrastructure sub‑functions. Drive consistency and quality across partnerships while respecting distinct functional requirements (security, physical infrastructure, public sector, etc.). Serve as the connective leader ensuring cohesive people strategy across global Infrastructure domains. Talent Planning & Leadership Development Lead end‑to‑end talent planning, succession strategy, and leadership pipeline development for Infrastructure. Partner with executives to identify high‑potential technical and operational leaders in critical availability, security, and compliance roles. Ensure bench strength in mission‑critical and clearance‑sensitive areas. Organizational Effectiveness & Change Leadership Act as a senior change agent during infrastructure transformation, capacity expansion, regulatory shifts, or security‑driven operating model changes. Support leaders through scale, automation, resilience initiatives, and operational modernization. Partner closely with Employee Success Centers of Excellence to deliver strong outcomes in engagement, performance, compensation, and manager capability across a highly technical workforce. Data‑Driven People Strategy Leverage workforce analytics, attrition risk modeling, capacity forecasting, and business performance data to inform proactive talent decisions. Translate infrastructure health metrics (uptime, coverage, security posture) into people implications and organizational design recommendations. Identify structural risks to availability, security, or compliance stemming from talent gaps or leadership capacity. Required Qualifications 8+ years of HR / ESBP experience supporting executive‑level leaders in complex, technology‑driven environments. Experience supporting large‑scale cloud infrastructure organizations. Exceptional business acumen with the ability to quickly understand infrastructure strategy, operational risk, and regulatory requirements and translate them into people implications. Expertise in talent assessment, succession planning, workforce planning, and leadership development. Proven ability to influence senior executives and operate effectively in highly matrixed, global organizations. Bachelor’s degree required. Preferred Qualifications Familiarity with regulated environments (e.g., FedRAMP, DoD, sovereign cloud, global compliance frameworks). Global experience designing people strategies across regions, sovereign environments, and complex geopolitical contexts. Strong leadership presence with the confidence to navigate ambiguity, operational risk, and executive‑level decision‑making. Advanced degree in Human Resources, Organization Development, Business, or related field. Posting Statement / Equal Opportunity Salesforce is an equal opportunity employer and maintains a policy of non‑discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education. In the United States, compensation offered will be determined by factors such as location, job level, job‑related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: #J-18808-Ljbffr Salesforce