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About the Role

Salesforce is seeking a U.S.-based senior leader to own the worldwide broad-based compensation strategy, architecture, and governance. This role involves translating business and talent strategy into global job architecture, salary structures, geographic pay, annual compensation programs, pay equity and transparency, analytics, and acquisition compensation workstreams. The position requires strong partnership across various internal teams and leadership engagement with executive and Board-level decisions.

Responsibilities

Define the global compensation philosophy and translate business strategy into global pay principles.
Establish enterprise standards, decision rights, policy ownership, and approval thresholds for compensation.
Prepare analysis and materials for C-suite, People leadership, and governance bodies regarding compensation decisions.
Own and maintain the global job architecture, including job families, career streams, levels, and profiles.
Design and set salary ranges, market-positioning principles, geographic differentials, and refresh cadences.
Identify critical-skill and labor-market signals and manage internal equity and compression implications.
Own the worldwide design and governance of annual compensation programs, including salary, merit, promotion, and broad-based bonus programs.
Connect base pay and broad-based incentives with equity strategy through partnership with relevant teams.
Govern pay decisions for hiring, promotions, transfers, off-cycle adjustments, geographic moves, and retention situations.
Build objective pay practices by embedding documented, job-related criteria into compensation processes.
Lead global pay-equity analytics, develop remediation scenarios, and support legal reviews.
Operate across the U.S. regulatory landscape to meet pay-transparency and reporting requirements.
Set the global transparency framework for candidate, employee, and reporting needs across jurisdictions.
Build multi-year forecasts and scenarios to model the cost, market, talent, equity, and implementation effects of compensation decisions.
Set global standards for compensation data quality, definitions, access, controls, and lineage.
Create a scorecard to measure program competitiveness, internal consistency, cycle accuracy, budget performance, and operating efficiency.
Translate changes in work, including AI's impact, into compensation implications.
Test skills-based pay, targeted skill premiums, and new approaches to AI-affected roles through controlled pilots.
Use AI, automation, and advanced analytics to improve market pricing, scenario modeling, cycle operations, and advisory support.
Own the global compensation workstream for M&A, including diligence, job mapping, and integration planning.
Lead a high-performing global compensation team, building diverse talent and succession plans.
Equip People Partners, recruiters, managers, and leaders with guidance and tools to improve pay decisions.
Explain complex compensation choices clearly and maintain strong cross-functional relationships.

Requirements

15+ years of progressive compensation or Total Rewards experience, including leadership of complex, multi-country programs and high-performing teams.
Demonstrated expertise in compensation philosophy, job architecture, market pricing, salary structures, geographic pay, annual salary and incentive cycles, and program governance.
Ability to connect talent choices to business strategy and model cost, workforce, market, equity, compression, and implementation tradeoffs.
Experience building objective pay-setting frameworks, leading pay-equity analytics and remediation planning, and operationalizing pay-transparency requirements.
Strong command of compensation data, advanced analytics, scenario modeling, visualization, HR systems, and required controls.
Evidence of moving an AI or automation use case from experiment to controlled production with measurable improvement.
A record of modernizing compensation programs or operating models, leading through ambiguity, and delivering change.
Experience with compensation diligence, employee and role mapping, retention arrangements, harmonization, cost modeling, and integration governance for M&A.
Credibility with C-suite leaders and senior stakeholders; ability to translate technical detail into clear choices and recommendations.
Working knowledge of executive and equity compensation, broad-based equity, sales incentives, benefits, mobility, tax, payroll, and accounting.
Experience operating in a changing U.S. federal, state, and local environment and across multiple international markets.
Working fluency in executive and equity compensation governance, SEC disclosure context, and share-based-payment cost considerations.
Bachelor's degree or equivalent practical experience.
An advanced degree or relevant professional certification is welcomed.

Skills

Compensation strategy
Job architecture
Market pricing
Salary structures
Geographic pay
Annual compensation programs
Pay equity
Pay transparency
Analytics
M&A compensation
Total Rewards
Advanced analytics
Scenario modeling
HR systems
AI and automation in compensation
Executive influence
Cross-functional collaboration

Location

U.S.-based

Work Type

Full-time

Experience Level

Senior leader
15+ years experience

Education Level

Bachelor's degree or equivalent practical experience
Advanced degree or relevant professional certification welcomed

Salary/Compensations

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.

Benefits

Time off programs
Medical
Dental
Vision
Mental health support
Paid parental leave
Life insurance
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.
Salesforce believes in equality for all and is committed to 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 recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and all other employment aspects.
Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit.
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.