Senior Manager, Agentic Talent Capability & Skills Strategy

Director, Agentic Talent Capability & Skills Strategy

Salesforce is building the world's first Agentic Enterprise — and that requires a fundamentally new approach to talent intelligence. This role leads the shift from a static, job-based skills model to a dynamic Skills Capability Intelligence architecture grounded in Skills Graphs. The Director, Agentic Talent Experience Capability & Skills Strategy will own the design, governance, and operationalization of the foundational capability framework that the agentic enterprise runs on — treating skills data as the core infrastructure for both human talent experiences and autonomous work orchestration.

This role will report to the Senior Director, ATE Enterprise Skills & Skilling and partner closely with ES Product, Workforce Innovation, Talent Intelligence, Talent Management, and the Skills COE to build the plumbing that powers hyper-personalized, agent-driven talent experiences and smart task-routing at scale.

Capability Intelligence Architecture, Governance & Orchestration

Lead the strategic pivot from a static skills taxonomy to a dynamic, machine-readable Skills Graph model.

Define and govern the enterprise Skills Capability Framework — positioning composable capabilities as the north star organizing unit required to deploy both human and digital workforce capacity effectively.

Partner with the Job Architecture team to ensure the Capability Framework aligns with, updates, and is anchored to the enterprise job architecture.

Lead the cross-functional Skills COE / Skills Guild driving governance on capability definitions, proficiency thresholds, and verification standards.

Own the semantic language and data model decisions that distinguish the relationships between Skills, Proficiencies, and future Capabilities — ensuring strict alignment across HR Tech, ES Product, Blueprint, and Talent Intelligence teams.

Skills to Capability Verification & Proficiency Standards

Define "verified" capability criteria: establish the technical and behavioral logic where a capability is demonstrated (e.g., when Eightfold's inference engine detects skill signals at a defined proficiency level AND at least one project signal confirms applied use).

Own the binary flag framework (inferred vs. verified states), evidence triggers (performance ratings, credentials, manager sign-off, 360 signals), and the four-step verification workflow through to the verified (V) indicator on the talent profile.

Govern the Eightfold confidence threshold (≥0.80) and collaborate with Workforce Intelligence and Talent Intelligence to establish and maintain committed verification standards.

Own behaviors/outcomes frameworks for Manager, Exec, and ESBP/PC proficiency levels; drive GTM strategy and enablement for loading capabilities into Career Connect.

Partner with ES Product, Talent Intelligence, and Workforce Blueprint to operationalize the Skills Graph — structuring skills as dynamic data nodes (with proficiency levels and evidence signals) that autonomous agents use as live telemetry to orchestrate, route, and match work to the right resource.

Own the strategic boundary relationship with Workforce Blueprint:
Blueprint defines the target destination (future-state business capabilities); the Skills Capability Strategy closes the distance (measuring and mapping current workforce position).

Drive Phase 1 delivery: design the capability framework and build the foundational "queryable" intelligence layer required to fuel Phase 2 agent-facing experiences and automated workflows.

Partner with HR Tech on implementation of capability flags in Eightfold — ensuring inference, performance signals, and credentials create an automated evidence trail and reliable systems write-back.

Skills…