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We are seeking a dynamic Employee Success Business Partner (ESBP) VP to provide a full range of ES business partnership across Professional Services.

In this role, you will closely partner with business leaders to align on the People strategy for their respective organizations. You work closely with the HR/ESBP team to help educate, advise and influence client groups on issues involving, but not limited to, employee engagement and retention, manager/employee development and coaching, compensation planning, organizational design and development, and change management. This role will also work closely globally with client groups, ES and corporate teams to identify, design and implement people initiatives that align with business needs.

Job Description:

Operate as a trusted advisor by using professional credibility and strong relationships with executives to influence key priorities.
Support and work with Pro Serv business teams to understand current and future goals and trends that may impact workforce needs and initiatives. Proactively engage with leaders on people strategy through workforce planning, location strategy, organization design and structure.
Flawlessly execute appropriate talent planning activities that will identify talent, leadership development priorities, and succession plans.
Lead initiatives ranging from complex to highly complex with significant impact that add value to the business of Pro Serv in a cost controlled environment. Innovate on existing programs to help leaders look around corners and drive better organizational results.
Act as a change-agent as the business continues to rapidly grow and adapt to every changing market dynamics, competitive landscape, and technological advancement.
Partner with and between our Centers of Excellence (CoEs) and global /ES partners to deliver seamless employee success processes and programs across the organization. Leverage all ES programs, policies, processes and systems.
Analyze trends and metrics in partnership with the CoEs to develop organizational and people strategy to improve the performance and effectiveness of their business groups.
Partner to drive Equality initiatives with consideration for talent movement, recruiting and representation as well as targeted development initiatives

Key Qualifications:

Business Acumen: Understands and enjoys the business side of business. Is kept current on everything about the organization’s growth trajectory, product development and operations and how thoughtful talent management impacts the business. Approaches problem solving from a business-first perspective.
HR/ES Knowledge: Effectively analyzes and identifies people issues that are affecting business performance, and is able to solve (or find the resources to solve) the issue at hand.
Perspective: Looks toward the broadest possible view of an issue/challenge; can easily see future scenarios of business evolution. Thinks globally. Can discuss multiple aspects and impacts of issues and project them into the future and make recommendations for sustainable organizational design to scale with the business.
Innovative: With client group in mind, thinks macro to micro and is dedicated to meeting the expectations and requirements of the business; leverages experience and information when making recommendations to the business and in service to Salesforce. Can quickly process large amounts of information, connect and integrate data into new solutions or a better understanding of problems, and identify weak spots in plans and programs.
Change Management: Adds value through change management to help pivot the culture and improve overall effectiveness of the business. Understands and has experience successfully applying a model of change management.
Talent Expert: Can accurately assess potential and can accelerate the development of talent. Has a thorough, fact-based understanding of the tools and processes used to assess and develop talent, including assessment tools, talent reviews, development planning, etc.
Builds Strong Trusted Relationships: Constantly builds a strong internal and external network of high quality relationships with business leaders across the industry. Knows how to get things done both through formal channels and an informal network. Understands the origin and reasoning behind key policies, practices, and procedures. Understands the culture of organization.
Command Skills: Enjoys leading and can take unpopular stands if necessary. Does not shy away from adversity and is energized by tough challenges.

Experience Requirements:

15+ years of experience in Employee Success (HR) leadership, ideally supporting technology and product teams.
Demonstrated track record of developing effective relationships across all levels of the organization and with diverse client groups
Experience leading global people initiatives across complex, matrixed organizations.
A track record of success in high-growth, innovation-driven environments.
A Bachelor's degree or equivalent experience required.

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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. 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.

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.For New York-based roles, the base salary hiring range for this position is $251,500 to $402,400.

For Washington-based roles, the base salary hiring range for this position is $230,600 to $368,900.

For California-based roles, the base salary hiring range for this position is $251,500 to $402,400.

For Illinois based roles, the base salary hiring range for this position is $230,600 to $368,900.Compensation offered will be determined by factors such as location, level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, benefits. More details about our company benefits can be found at the following link: https://www.salesforcebenefits.com.

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