Director, Agentic Workforce Modeling & Capacity Planning

Job Category:
Employee Success

Job Details

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.

The Agentic Workforce Strategy & Innovation team sits at the intersection of two of the most consequential shifts in enterprise business: the rise of AI agents and the reimagination of how work gets done. We are looking for a Senior Manager of Strategic Modeling who functions as our Lead Architect for capacity.

• Own the design and evolution of the enterprise’s first integrated capacity model—one that treats human headcount and digital agents/AI as a single, optimizable system.
• Design and deploy a "Unified Labor Taxonomy" that allows for apples-to-apples performance and cost comparisons between human labor and AI agents.
• Establish the enterprise’s first set of "Human-AI Collaboration" benchmarks to guide executive-level hiring and augmentation decisions.

• Build and maintain a 3-year "What-If" simulation engine that forecasts the impact of AI agent deployment on global headcount requirements across every major Business Unit.
• Translate abstract AI capability shifts (e.g., a breakthrough in autonomous reasoning) into concrete workforce supply and demand adjustments.
• Identify "Margin-to-Labor" calibration opportunities, pinpointing over-provisioned human roles that should be augmented or transitioned to digital labor to protect enterprise margins.

• Distill complex capacity data into a clear leadership narrative; ensure the VP layer understands not just the "how many," but the "who, what, and where" of our future workforce.
• Identify and surface structural risks (e.g., talent shortages in key AI-adjacent roles) before they impact our ability to execute the Innovation Roadmap.

• Establish a unified "Workforce Data Cloud" that integrates employee, contingent, and digital worker information into a single source of truth for all strategic planning functions.
• Enable multi-dimensional data slicing across organizational structures, job taxonomies, and cost centers, with the flexibility to incorporate new metrics before they are formalized in systems of record.
• Provide self-service access through AI-fronted interfaces (e.g., Tableau Agent), allowing stakeholders to query complex datasets using natural language to drive rapid analysis.
• Ensure high data integrity and validity to maintain executive trust, while allowing for seamless "drill-down" capabilities from strategic hypotheses to individual record-level details.
• Integrate external market intelligence (e.g., Talent Neuron, Linked In) to benchmark internal workforce costs, geography, and talent accessibility against global trends.

• You have an expert-level ability to model Total Cost of Ownership (TCO) for both human and digital resources, including the hidden costs of reskilling and technical debt.
• You understand how large enterprise budget cycles work and can defend a capacity model to a CFO with data-backed confidence.

• You are fluent in the tools of modern data architecture—SQL, Python, or advanced BI platforms—and can wrangle fragmented task-level data into clean, strategic inputs.
• You bring a "Product Mindset" to data, building models that are scalable, repeatable, and user-friendly for non-technical stakeholders.

• You can "zoom out" to see how global AI trends affect our specific business model, and "zoom in" to see which specific…