Director of Executive Talent Experiences

Salesforce; Chicago (IL); On-site; USD 180,000 - 240,000; Full time

Benefits offered by this job

Medical Care

Life Insurance

Retirement Savings

Employee Assistance Programs

13 paid holidays/paid days off

Job summary

Salesforce is seeking 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 and sits at the intersection of executive development, organizational change, executive operations, talent strategy, and AI.

The role designs distinctive, high-impact experiences that drive measurable changes in leadership behavior, decision-making, and organizational performance, while applying an

Qualifications

• Demonstrated ability to design learning experiences that change behavior and organizational outcomes, especially for senior leaders.
• Strong executive presence and stakeholder-management skills.
• Proven ability to translate business strategy into development experiences and moments that matter.
• Experience applying AI to learning and talent development is a plus.

Responsibilities

• Design and orchestrate high-impact executive development experiences.
• Define and evolve the executive talent experiences strategy across the company.
• Translate leadership priorities into targeted development interventions and moments that matter.
• Apply AI-enabled techniques to personalize journeys and embed learning into daily work.
• Partner with executives and senior leaders to deliver exceptional experiences and measurable impact.
• Establish governance and standards for responsible use of AI in executive development.

Skills

Chief-of-Staff mindset

Executive leadership

Talent strategy

Learning design

Stakeholder management

AI curiosity

Change management

Executive presence

Strategy to execution

Job description

• 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

Benefits

• Medical Care
• Life Insurance
• Retirement Savings
• Employee Assistance Programs
• With 9 standard holidays and four floating holidays, you get a total 13 paid days off each year

Strong chief-of-staff instincts: highly organized, detail-oriented, anticipatory, discreet, pragmatic, and excellent at managing complexityStrong understanding of executive leadership, organizational dynamics, talent strategy, and the realities of operating at scaleStrong analytical and systems-thinking capabilities; able to synthesize ambiguous inputs, identify patterns, and turn insight into actionYou 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 performExcellent written, verbal, facilitation, and stakeholder-management skillsDemonstrated ability to design learning and development experiences that result in behavior change and organizational impact, particularly with senior or executive populationsSignificant experience in executive development, leadership development, talent management, organizational effectiveness, learning experience design, chief-of-staff work, strategy, or a related fieldCuriosity and demonstrated interest in AI and the future of work and learning, with a willingness to experiment and challenge conventional approachesExperience with executive talent processes such as succession planning, talent reviews, leadership assessments, executive onboarding, or executive coachingAbility to operate comfortably between strategy and execution—zooming out to define the system and zooming in to ensure every detail is rightExceptional executive presence and the ability to build trust and credibility with C-suite and senior leadersYou 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