VP, Global

The opportunity:

AI is changing the content of work, the pace at which skills gain and lose value, and the standard for how People teams operate. Compensation has to keep up without losing clarity, fairness, or financial discipline. Salesforce is looking for a U.S.

-based senior leader who can build that balance into the architecture, programs, and operating practices that support a global workforce.

The Vice President, Global Compensation will own Salesforce's worldwide broad-based compensation strategy, architecture, and governance, including U.S. delivery. This leader will connect business and talent strategy to global job architecture, salary structures, geographic pay, annual compensation programs, pay equity and transparency, analytics, and the global compensation workstream for acquisitions.

The role combines enterprise ownership of broad-based compensation with strong partnership across Executive & Equity Compensation, Global Benefits, Global Incentive Compensation, Finance, Legal, Tax, Payroll, Stock Administration, People Analytics, Talent, Employee Relations, and business leadership.

What you'll own

Set worldwide strategy and governance:

• Define the global compensation philosophy. Translate business strategy, workforce priorities, and talent-market realities into durable principles for how Salesforce pays across the United States and international markets.

• Build practical governance. Establish enterprise standards, decision rights, policy ownership, approval thresholds, and documented exception paths that preserve global coherence while allowing justified local variation.

• Shape enterprise and Board-level decisions. Prepare decision-quality analysis and materials for the C-suite, People leadership, and relevant governance bodies; present clear alternatives and explicit cost, talent, risk, and employee-impact tradeoffs while respecting formal approval authorities.

• Own the global job architecture. Maintain job families, career streams, levels, profiles, and evaluation standards that support career clarity, workforce planning, organization design, and consistent pay decisions.

• Design scalable pay structures. Set salary ranges, market-positioning principles, geographic differentials, and refresh cadences for selected U.S. and international labor markets; use reputable surveys and Legal-approved market-data protocols.

• Respond to changing skill value. Identify critical-skill and labor-market signals, evaluate targeted premiums or differentiated approaches, and manage internal equity and compression implications.

• Run the annual compensation agenda. Own worldwide design and governance of salary, merit, promotion, and broad-based bonus programs, including U.S. execution, budgets, systems requirements, calibration, controls, manager guidance, and employee communications.

• Manage total direct compensation coherently. Connect base pay and broad-based incentives with equity strategy through close partnership with Executive & Equity Compensation, Finance, Tax, Legal, and Stock Administration.

• Maintain the global policy suite. Govern pay decisions for hiring, promotions, transfers, off-cycle adjustments, geographic moves, and retention situations with clear principles and usable tools.

• Build objective pay practices. Embed documented, job-related criteria into job evaluation, range design, offers, movement, and annual pay decisions.

• Lead global pay-equity analytics. Develop recurring analyses, remediation scenarios, and execution governance; support counsel-directed reviews and keep legal conclusions and privilege decisions with Legal.

• Operate across the U.S. regulatory mosaic. Own the range architecture, geographic-pay inputs, data, and operating controls that enable recruiting and People teams to meet evolving federal, state, and local pay-transparency and reporting requirements.

• Set the global transparency framework. Translate candidate, employee, and reporting requirements across jurisdictions into scalable processes, manager tools, and communications.

• Model the choices. Build multi-year forecasts and scenarios that show the cost, market, talent, equity, compression, currency, and implementation effects of major compensation decisions.

• Strengthen the data foundation. Set global standards for compensation data quality, definitions, access, controls, and lineage across planning, market pricing, reporting,…