Director, Executive Talent Experiences

Salesforce; Austin (TX); On-site; USD 180,000 - 260,000; Full time

Job summary

Salesforce is seeking a Director of Executive Talent Experiences to reimagine how senior leaders are developed, enabled, and supported in an AI-enabled organization. This role sits at the intersection of executive development, talent strategy, and executive operations, shaping high‑impact experiences that influence leadership behavior and organizational performance.

You will design experiences beyond traditional courses, leveraging simulations, coaching, peer learning, and AI-enabled insights to

Job description

To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts.

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.

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.

What You’ll Do

Shape the Future of Executive Development

• 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.

Elevate The Executive Experience

• 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 off‑sites, 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