Senior Manager of Enterprise Performance & Talent

Salesforce; Chicago (IL); On-site; USD 160,000 - 230,000; Full time

Benefits offered by this job

Medical Care

Life Insurance

Retirement Savings

Employee Assistance Programs

13 paid days off

Job summary

Salesforce seeks a Senior Manager, Enterprise Performance & Talent to lead planning, delivery, and ongoing improvement of enterprise talent programs, starting with promotions. You will own the program end-to-end, translating policy into practical workflows, coordinating partners, and ensuring teams have the information and tools they need.

You will help evolve talent programs into an always-on performance process supported by AI and agents, reshaping how work occurs across the performance

Qualifications

• Demonstrated experience designing, delivering, or significantly improving talent-management programs in a complex organization.
• Strong leadership through influence and ability to turn ambiguity into a workable plan with multiple partners.

Responsibilities

• Lead the planning, delivery, and continuous improvement of enterprise talent programs, beginning with promotions.
• Own the program from planning through execution and retrospective: translate policy into practical workflows, coordinate partners, manage dependencies, ensure information/tools availability.
• Shape talent programs to an always-on performance process supported by AI and agents.
• Rethink work across the performance lifecycle, moving toward ongoing guidance, feedback, and support for employees and managers.
• Drive cross-functional delivery with HR, Compensation, Finance, Product, Technology, Analytics, and Communications.
• Maintain program plans, decision records, and documentation; provide concise recommendations and leadership updates.

Job description

• The Senior Manager, Enterprise Performance & Talent will lead the planning, delivery, and continuous improvement of enterprise talent programs, beginning with promotions
• You will own the program from planning through execution and retrospective: translating policy into practical workflows, coordinating partners, managing dependencies, and ensuring people have the information and tools they need to act
• You will help shape how traditional talent programs evolve into an always-on performance process supported by AI and agents
• This means rethinking how work happens across the performance lifecycle—moving from periodic activities toward ongoing guidance, feedback, and support for employees and managers
• You will explore and test how human judgment and agent capabilities work together to make that experience more timely, connected, and useful
• Lead the promotions program. Own the program calendar, nomination workflow, readiness planning, communications, approval coordination, system handoffs, and exception routing. Anticipate risks and bring clear recommendations to the appropriate decision owners
• Translate policy into an effective experience. Map the employee, manager, and business-partner journey. Define the purpose, instructions, inputs, decisions, owners, and handoffs at each step so the process is understandable and executable
• Drive cross-functional delivery. Partner with Employee Success Business Partners, Compensation, Finance, Product, Technology, Analytics, and Communications to align requirements, resolve dependencies, and prepare for launch
• Bring clarity to decisions. Maintain reliable program plans, decision records, and documentation. Make open questions, tradeoffs, risks, and approval needs visible through concise recommendations and leadership updates
• Improve work through AI and automation. Apply approved tools to research, documentation, analysis, coordination, and quality checks. Test new approaches, validate outputs, and turn useful improvements into repeatable team practices
• Connect business needs to system improvements. Translate program challenges and user feedback into clear requirements, test scenarios, and prioritized improvements with product and technology partners
• Support adoption and ongoing improvement. Develop practical guidance and enablement, monitor program health, and use feedback and data to reduce friction, errors, manual effort, and avoidable support needs
• Contribute across talent programs. Bring promotions insights into related performance and talent initiatives, helping the team create a coherent experience across programs
• What success looks like:
• A well-run promotions cycle with clear ownership, timely decisions, reliable handoffs, and an understandable experience for employees and managers
• Partners can see what is ready, what needs attention, and where decisions are required. Each cycle produces measurable improvements in quality, efficiency, and ease of use, supported by documentation and practices the team can reuse

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

We’re looking for a leader who combines strong talent-management judgment with the ability to turn complex work into clear processes, reliable delivery, and a better employee and manager experienceDemonstrated experience designing, delivering, or significantly improving talent-management programs in a complex organizationThe ability to lead through influence and balance strategic thinking with detailed executionA product and systems mindset, with the ability to understand user needs and connect processes, data, technology, and communicationsPractical fluency with AI tools and a willingness to experiment, evaluate results, and improve how work gets doneStrong program leadership: the ability to turn ambiguity into a workable plan, manage dependencies, and follow through across multiple partnersClear written communication and facilitation skills, including the ability to explain complex issues and recommend a path forwardExperience with promotions, performance management, talent reviews, or closely related enterprise people processesSound judgment about policy, operational exceptions, confidential information, and when a decision requires escalation or approvalDelivering global promotions or performance cyclesImproving employee or manager workflows through automation or AIPartnering with Compensation, Finance, and HR technology teamsCreating reusable process documentation, knowledge resources, and manager enablement