Salesforce.com, Inc Senior Director Human Resource Business Partner in San Francisco, California
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Employee Success Group
Sr. Director Human Resource Business Partner
(Sr. Director Employee Success Business Partner)
Note: Employee Success = Human Resources
Location: San Francisco
Employee Success is made up of HR professionals, Recruiters, Operations, and Coordinators that come together to continue to build out Salesforce. In Employee Success, we strive to bring on top talent and continue to build out our organization with the Ohana style treatment. Whether we are recruiting the next great candidate, refining our operations, we strive to provide the royal treatment and continue to build a great organization.
We are seeking a Sr. Director, HR Business Partner to provide a full range of HR business support to the AMER Sales organization as well as guide the team of ESBPs supporting the function. In a leadership capacity, this hire will work closely with the ESBP team to help educate, advise and influence client groups on issues involving, but not limited to, talent strategy, equality, employee engagement and retention, manager development and coaching, compensation planning, new executive on boarding, organizational development and change management. This role will partner closely with client groups and centralized HR teams to identify, design and implement HR initiatives that support the business needs of the organization. The ideal candidate is interested in making a significant impact in several critical business units in the company; excels in a fast paced, ever changing environment; and is looking to work with a strong HR Business Partner team.
Strengthen the executive team of each function by providing coaching and development to executives.
Act as a change-agent as the business continues to reshape itself with a goal of providing a world class customer and employee experience.
Lead initiatives ranging from complex to highly complex where the impact is significant in supporting the client's needs. Initiatives include employee retention, talent assessment, succession planning, compensation (equity, bonus, merit), and management development.
Promote employee and organizational development including executive development, succession planning, performance management programs, skills gap analysis, individual career development
Partner with and between COE’s and regional HR teams to deliver seamless human resources processes and programs across the organization. Leverage all HR programs, policies, processes and systems.
Provide client with analysis of client organizations' "health" by looking at trends in performance, employee satisfaction, attrition, etc.
Demonstrate proficiency in and partnership with other functional areas of Human Resources.
Lead the business partner team through sharing of information, setting strategic direction (V2MOM process) and growing and developing the BP talent.
As a senior member of the ESBP team, this role may also create cross-functional initiatives and must be able to think beyond aligned client group for broader impact and understanding.
Bachelor’s degree plus a minimum of 8-10 years of HR Generalist experience.
Experience Leading teams
Demonstrated track record of developing effective relationships across all levels of the organization and with diverse client groups.
Strong business acumen.
Demonstrated ability to drive major initiatives through the organization and influence decision makers at all levels.
Ability to be proactive, to anticipate and provide alternatives and options to the business.
Ability to diagnose and successfully handle organizational development issues.
Outstanding written and verbal communication skills; must be an articulate and persuasive communicator.
Excellent interpersonal, group, process and influence skills.
Ability to prepare and make senior level presentations, and build a narrative based on collection and analysis of data. Must have knowledge of Excel and PowerPoint.
Ability to conduct group facilitation, and coach and counsel management at all levels.
Experience in leadership development and being a trusted advisor to executive level.
Ability to partner with various COEs to build an equality strategy and other key initiatives for the organization you partner with
Ability to work effectively in a team environment.
Ability to work with both onsite and distributed teams effectively.
Knowledge of federal, state and local laws, statutes, etc. which govern employment policies and practices.
Knowledge of staffing and compensation strategies, practices and processes.
- Ability and desire to operate with a high degree of flexibility.
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