Sr. Director, Agentic Talent Management & Performance Systems

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

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.

This is a critical leadership role for a dynamic, results-oriented Senior Director to architect the future of talent and performance management in an AI-first enterprise. This leader is the talent architect who blends deep expertise in global talent strategy and behavioral science with a product and systems mindset, owning the design and governance of a cross-functional platform that leverages AI and agentic capabilities to create a simpler, smarter, and measurably better employee and manager experience.

The ideal candidate is an Expert Talent Management Program Owner and a Product-Minded AI-Enabled Innovator, capable of translating complex talent philosophy into a scalable, data-driven technology solution in partnership with Product Management and Engineering teams.

I.

Key Responsibilities:

The Three Pillars
1. Strategic Talent Architecture & AI Governance (The "Why" & "What")

• Define and Architect the Talent Operating System:
  Own the multi-year vision and roadmap for a simplified enterprise performance management (V2
  
  MOM/goal setting, check-ins, feedback, evaluations), promotions, and talent review programs, ensuring they drive a culture of high performance and readiness for the future of work.
• Establish Ethical and Programmatic Guardrails:
  Serve as the talent steward for responsible AI. Define the Human-in-the-Loop requirements for all high-stakes talent decisions and specify the auditability criteria to ensure transparency, fairness, and compliance in agentic outputs.
• Architect the AI-Fluency Competency Model:
  Define, embed, and own the behavioral standards and technical competencies for AI fluency across the workforce (e.g., responsible use, prompt engineering). Ensure AI skill definitions and measurement are psychometrically sound and tied to career progression.
• Set the Metrics Architecture:
  Define the foundational metrics (inputs behaviors outcomes) to ensure clear performance expectations and data-informed decisions.

2. Product Ownership & Systems Integration (The "How")

• Own the Talent Platform
  
  Roadmap:
  
  Serve as the business owner for the Talent & Performance platform (roadmap, backlog, and release criteria), leading discovery, pilots, and scaling.
• Design the Agentic
  
  Experience:
  
  Design the content, tone, and ethical rules for all agent-led "next best actions" and coaching prompts. Deliver radically simplified cycles (goals, check-ins, feedback) with embedded, developmental coaching from agents.
• Partner for Data Consolidation:
  Partner with Tech, Product, and Operations to define the canonical employee/talent data model (skills graph, goals, outcomes, feedback, agentic telemetry) and ensure data is integrated and governed across all core systems (HRIS, performance, productivity).
• Drive Outcome Linkage:
  Design systems that automatically surface performance evidence and outcomes, demonstrating a clear connection between work activity and impact.

3. People Leadership & Systemic Change (The "Adoption")

• Master Collaborator & Leader:
  Lead, mentor, and inspire a high-performing team of talent program leads. Act as a strategic partner to executive leadership, HR Business Partners, and cross-functional teams (e.g., Legal, Security).
• Drive Change Leadership:
  Lead company-wide change management and enablement with clear communications, manager training, and executive storytelling to ensure high adoption and trust in the new agentic performance system.
• Operational Excellence:
  Drive accountability and excellence across the program lifecycle, proactively identifying and resolving operational complexity.

II. Qualifications and Experience
1. Required Expertise

• 10+ years of experience in a leadership role, with a focus on enterprise talent and performance management programs within a global, tech-forward organization (e.g., big tech or tech industry).
• Deep Talent Management Grounding:
  Proven track record of designing, launching, and scaling high-impact programs across performance management, talent reviews, promotions, and skills-based strategies.
• Mandatory Product/Systems Mindset:
  Demonstrated success in building, owning, or significantly overhauling an enterprise talent/performance system with a strong product approach (shipped measurable releases,…