Director of Executive Talent Experiences, Salesforce
$164-261.5k
+ ESPP
Senior and Expert level
Austin
Chicago
Travel approximately 25%
World's leading CRM provider
Posted today
World's leading CRM provider
1001+ employees
B2BArtificial IntelligenceEnterpriseInternal toolsLead generationAnalyticsCloud ComputingSales
Posted today
$164-261.5k
+ ESPP
Senior and Expert level
Austin
Chicago
Travel approximately 25%
1001+ employees
B2BArtificial IntelligenceEnterpriseInternal toolsLead generationAnalyticsCloud ComputingSales
Company mission
To empower companies to connect with their customers in a whole new way.
Role
Who you are
- 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
- You are equally comfortable in three modes: Strategist — You can see around corners, understand the business, and define what leaders will need next; Designer — You can turn a complex leadership challenge into an experience that changes behavior and creates lasting impact; Operator — You execute with extraordinary precision and care, understand how executives operate, and make complex experiences feel effortless
- You are intellectually curious, highly discerning, low-ego, and energized by ambiguity; you care deeply about the quality of the experience, but you care even more about whether it actually changes how leaders lead and how organizations perform
What the job involves
- We are looking for a Director, Executive Talent Experiences to reimagine how we develop, enable, and support our most senior leaders
- This is not a traditional learning and development role
- It sits at the intersection of executive development, organizational change, executive operations, talent strategy, and AI
- The person in this role will design and orchestrate high-impact experiences that help senior leaders change how they lead, make better decisions, and scale their impact across the organization
- Define and evolve the strategy for executive talent experiences across the company, aligned to business strategy and the capabilities required for the next generation of leaders
- 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
- Bring an AI-first approach to learning
- 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
- Build Executive Talent and Succession synergies
- 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
- ---WHAT SUCCESS LOOKS LIKE---
- Executives experience development that is relevant, personalized, high-value, and worthy of their time
- Leadership experiences lead to observable changes in behavior, decision-making, and organizational impact
- Executive development is tightly connected to business strategy, succession, and the future capabilities of the organization
- AI is meaningfully embedded into how executives learn, reflect, practice, and grow—not added as a superficial technology layer
- The organization has better visibility into executive talent, capability gaps, and readiness for future leadership roles
- The team is known for exceptional judgment, responsiveness, creativity, and white-glove execution
- Executive talent experiences become a competitive advantage for attracting, developing, and retaining exceptional leaders
Our take
Salesforce is a global cloud computing company, best known for its on-demand, comprehensive customer relationship management (CRM) solutions. The company was launched to mitigate the doubts that business owners felt regarding third party companies holding their data.
By providing essential, customer-oriented CRM software, Salesforce places itself at the heart of digitised businesses. Furthermore, by building out its AI capabilities, the company removes the complexity of AI, enabling any business to deliver smarter, personalised and more predictive customer experiences.
Due to the continued innovation offered by the company, over 150,000 companies, both big and small, are growing their business with Salesforce today. Despite a tumultuous 2023 filled with activist investors, a boardroom shake-up and the unprecedented step-down of Co-CEO Bret Taylor, Salesforce continues to close several acquisition deals and managed to drive up its stock value by 96% from the end of 2022 to 2023.
Steph
Company Specialist at Welcome to the Jungle
Insights
Top investors
-8% employee growth in 12 months
Company
Funding (last 2 of 4 rounds)
Jun 2001
$46.9m
SERIES D
Nov 1999
$13.2m
SERIES C
Total funding: $64.5m
Company benefits
- With 9 standard holidays and four floating holidays, you get a total 13 paid days off each year
Company HQ
SoMa, San Francisco, CA
Leadership
Marc Benioff
(Chair & CEO)Previously Senior Vice President at Oracle Corporation for 13 years.
Parker Harris
(CTO)Previously worked as a Software Engineer for over six years. Harris also co-founded Left Coast Software.
Salary benchmarks
We don't have enough data yet to provide salary benchmarks for this role.
Submit your salary to help other candidates with crowdsourced salary estimates.
Share this job
View 415 more jobs at Salesforce