Head of Executive Talent & Succession (Sr. Director)

Job Category

Employee Success

Job Details

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.

Description

The Senior Director, 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.

Accommodations

If you require assistance due to a disability applying for open positions please submit a request via Accommodations Request Form.

Posting Statement

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. 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.

Compensation and Benefits

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 SalesforceBenefits.com. 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. At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions. The typical base salary range for this position is $181,700 - $304,700 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $218,100 - $332,600 annually. The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.