Head of Executive Talent & Succession (Sr. Director)

Description The global Agentic Executive Experiences (AEE) team drives the next generation of leadership at Salesforce. We don't just manage talent; we architect the future leadership bench to lead the Agentic Enterprise. We engage, empower, develop and retain our most senior executives (SVP+) to ensure they are agile, innovative, and strong leaders who champion human-agent collaboration to build and extend organization capability with AI. Through a seamless, integrated, and technology‑forward approach—from predictive succession planning and strategic onboarding to personalized, cutting‑edge development journeys—we create and sustain a strong executive leadership bench that provides a competitive advantage and keeps us a market leader. The Senior Director, Head of Executive Talent & Succession will empower the most senior leaders (SVP+) to lead the Agentic Enterprise as agile, innovative visionaries who drive change and lead through complexity and change. With a technology‑forward approach, this individual will design business‑impact driven, personalized, innovative, agentic talent development experiences and programs that enable our leaders to drive our transformation while growing and retaining our talent. This role is responsible for moving the talent function from a reactive, administrative partner to a proactive, predictive engine for growth. Core Responsibilities 1. Agentic Strategy & Visionary Leadership Leading the Agentic Transformation: The Senior Director will design and deploy the end‑to‑end executive talent roadmap, shifting from a "process‑heavy" approach to a proactive, data‑oriented, and hyper‑personalized talent ecosystem. AI Integration & Future Readiness: This leader will actively research and pilot AI/Agent technologies to automate routine talent processes and incorporate these capabilities into executive development content. Business Outcome Orientation: The candidate will shift talent metrics from "program completion" to direct business impact, such as revenue growth in teams led by program graduates and/or org health outcomes like retention, engagement, etc. 2. Strategic Succession & Talent Identification Predictive Succession: This individual will lead a robust succession framework for key leadership roles, utilizing data analytics and predictive tools to identify "hidden gems" and risks before they impact the business. Identifying Future‑Ready Skills: The leader will define "Agentic" behaviors and competencies—such as Problem Framing over Problem Solving—required for leaders to orchestrate hybrid Human+Agent workforces. Board‑Level Readiness: The candidate will prepare and present executive talent insights and readiness mapping for quarterly Board meetings and the Executive Leadership Team (ELT). 3. Executive Onboarding & Activation Executive Activation: This role will ensure successful delivery of "Executive Onboarding" to enable every new SVP+ leader on AI tools (Slackbot, Manager/Employee Agents) and AI Fluency from "Day 1, Minute 1". Strategic Integration & Renewal: This leader will move beyond traditional 90‑day onboarding to a comprehensive "Day 1 Renewal" strategy focused on long‑term executive retention and cultural alignment starting the moment an offer is signed. 4. Senior Development & Immersive Experiences Peer‑to‑Peer & Experiential Learning: The Senior Director will lead the evolution of flagship programs into immersive experiences where SVPs solve real‑world business problems and co‑create agentic governance models with customers. Elite Coaching & Teaming: This individual will lead the SVP+ executive coaching practice, leveraging internal and external mentors to build the judgment, empathy, and orchestration required in an automated world. Qualifications & Competencies Experience: 12+ years of progressive leadership in driving talent transformation, designing outcome‑based learning that drives impact and behavior within a global, high‑growth technology environment, with at least 5 years in a senior leadership role. Education: Graduate degree in Industrial/Organizational Psychology, OD, MBA, or equivalent experience. Business Acumen & Strategic Integration: A proven ability to translate complex business imperatives into talent strategies that deliver measurable value. Executive Presence & Credibility: Exceptional command and communication skills; able to distill complex concepts into compelling narratives for the C‑suite and Board. Data‑Driven Decision Making: Proficiency in using analytics and predictive insights to identify talent gaps and drive proactive workforce strategies. Agility, Ambiguity, and Pace: A high degree of adaptability and proven ability to navigate uncertainty, ambiguity, and continuous change in a fast‑paced, high‑growth global technology environment. Change Leadership: A high degree of comfort with ambiguity and a proven track record of transforming entrenched systems and processes at scale. For roles in San Francisco and Los Angeles: Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records. #J-18808-Ljbffr B Capital