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About the Role

Salesforce is seeking a Director, Executive Talent Experiences to reimagine how we develop, enable, and support senior leaders. This role blends executive development, organizational change, executive operations, talent strategy, and AI to design high-impact experiences that enhance leadership effectiveness and organizational scaling.

Responsibilities

Define and evolve the strategy for executive talent experiences across the company, aligned to business strategy and required capabilities.
Design distinctive, high-impact experiences for executives and senior leaders that drive measurable changes in leadership behavior, decision-making, and organizational performance.
Translate business priorities, leadership challenges, and organizational shifts into targeted development experiences, interventions, and moments that matter.
Reimagine executive development beyond traditional courses and workshops through experiences, simulations, coaching, peer learning, real-work application, and AI-enabled development.
Build differentiated experiences for different executive populations, leadership moments, and business contexts.
Serve as a thought leader on the future of executive learning and development in an AI-enabled organization.
Explore and apply AI to personalize development journeys, generate insights, create simulations and scenarios, augment coaching, and make learning more continuous and embedded in leaders’ day-to-day work.
Experiment rapidly with emerging AI capabilities and translate them into practical, high-quality executive experiences.
Design for a world where leaders can learn in the flow of work, leverage AI as a thought partner, and receive highly personalized development support.
Establish principles and standards for responsible, high-quality use of AI in executive talent experiences.
Operate with a true chief-of-staff mindset: anticipate needs, understand context, connect dots, manage details, and ensure every executive interaction feels intentional and seamless.
Partner closely with executives, chiefs of staff, executive assistants, HR business partners, talent leaders, and other senior stakeholders to understand needs and deliver exceptional experiences.
Prepare leaders and stakeholders for critical moments such as leadership transitions, strategic shifts, executive offsites, succession discussions, major organizational changes, and executive onboarding.
Bring rigor and polish to the end-to-end experience, from design and preparation through delivery, follow-through, and measurement.
Build deep trust with senior leaders and become a credible thought partner on leadership and talent.
Partner with senior HR and business leaders to strengthen executive talent strategy, including succession planning, executive readiness, talent reviews, and leadership pipelines.
Identify critical capabilities and experiences leaders need to be ready for future roles and increasingly complex business challenges.
Connect executive development more explicitly to talent decisions, succession, mobility, and organizational capability.
Develop mechanisms to identify emerging leadership needs and create targeted development responses before gaps become business problems.
Use talent and organizational data to surface trends, risks, and opportunities across the executive population.
Develop frameworks, operating rhythms, and mechanisms that make executive development more consistent, scalable, and measurable.
Build systems that connect insights from executive development, talent reviews, succession, organizational changes, and business performance.
Establish meaningful measures of impact that go beyond participation and satisfaction to assess behavior change, leadership effectiveness, organizational outcomes, and talent movement.
Use data, qualitative insight, and executive feedback to continuously improve experiences.
Balance bespoke executive experiences with scalable solutions that can evolve with the organization.

Requirements

Significant experience in executive development, leadership development, talent management, organizational effectiveness, learning experience design, chief-of-staff work, strategy, or a related field.
Demonstrated ability to design learning and development experiences that result in behavior change and organizational impact, particularly with senior or executive populations.
Strong understanding of executive leadership, organizational dynamics, talent strategy, and the realities of operating at scale.
Exceptional executive presence and the ability to build trust and credibility with C-suite and senior leaders.
Strong chief-of-staff instincts: highly organized, detail-oriented, anticipatory, discreet, pragmatic, and excellent at managing complexity.
Strong analytical and systems-thinking capabilities; able to synthesize ambiguous inputs, identify patterns, and turn insight into action.
Experience with executive talent processes such as succession planning, talent reviews, leadership assessments, executive onboarding, or executive coaching.
Curiosity and demonstrated interest in AI and the future of work and learning, with a willingness to experiment and challenge conventional approaches.
Excellent written, verbal, facilitation, and stakeholder-management skills.
Ability to operate comfortably between strategy and execution — zooming out to define the system and zooming in to ensure every detail is right.
Intellectually curious, highly discerning, low-ego, and energized by ambiguity.
Travel approximately 25%.

Skills

Learning Designer: Create learning experiences that change behavior, understand adult learning, executive development, behavior change, organizational dynamics, and design interventions that stick at senior levels.
Chief of Staff: Understand executive thinking, decision-making, prioritization, communication, and operations; bring exceptional judgment, attention to detail, anticipation, discretion, and a white-glove orientation.
Analytical & Systems Thinker: See patterns across leaders, teams, talent systems, and business priorities; use data and insight to diagnose leadership needs, identify systemic opportunities, and build scalable mechanisms.
AI-First Mindset: Define executive development in an AI-enabled world, personalizing learning, accelerating insight, simulating leadership situations, augmenting coaching, and changing how leaders learn and work.

Location

Remote

Work Type

Full-time

Experience Level

Director

Salary/Compensations

$164,000 - $261,500 annually

Benefits

Time off programs
Medical, dental, vision, mental health support
Paid parental leave
Life and disability insurance
401(k)
Employee stock purchasing program

About the Company

Salesforce is the #1 AI CRM, where humans with agents drive customer success together.
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.
Agentforce is the future of AI, and you are the future of Salesforce.

Equal Opportunity

Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment.
We believe in equality for all and strive to create 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.