Director, Executive Talent Experiences

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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 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
PRIMARY THREE SKILL SETS
Learning Designer: You know how to create learning experiences that change behavior, not simply transfer knowledge. You understand adult learning, executive development, behavior change, organizational dynamics, and how to design interventions that stick at the senior-most levels.
Chief of Staff: You understand how executives think, make decisions, prioritize, communicate, and operate. You bring exceptional judgment, attention to detail, anticipation, discretion, and a white-glove orientation to every
executive interaction and experience.
Analytical & Systems Thinker: You can see patterns across leaders, teams, talent systems, and business priorities. You use data and insight to diagnose leadership needs, identify systemic opportunities, and build scalable mechanisms rather than one-off programs.
AI-First Mindset: Above all, you will bring an AI-first mindset to executive talent. You will help define what executive development looks like in a world where AI can personalize learning, accelerate insight, simulate leadership situations, augment coaching, and fundamentally change how leaders learn and work.
WHAT WE'RE LOOKING FOR
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 n