Senior Director, HR Business Partner EMEA Central

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We are seeking a Senior Director Employee Success Business Partner to provide a full range of HR business support to our Central EMEA Teams with strong alignment to distribution and partnership to the Central Operating Unit LT. This hire will work closely with the HRBPs, Centers of Excellence (COEs) and vital team members to advise, drive strategy and influence client groups on topics involving, but not limited to, People Strategy, Equality, Organizational Design & Development, Change leadership, Engagement and Retention, Leader Development and Coaching, all while orchestrating solutions. This role will partner closely with COEs, HRBPs and global 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 areas in the function; excels in a fast paced, ever changing environment; and is looking to work with a strong HR Business Partner team.

Your Impact:

• Operates as a trusted advisor by using professional credibility and positive relationships with senior leaders to influence key priorities.

• Strengthen the leadership team of each organization by providing coaching and development to senior leaders.

• 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 complex initiatives where the impact is significant in supporting the client's needs. Initiatives include employee retention, talent assessment, succession planning, organizational design, compensation planning (equity, bonus, merit), and leadership development.

• Promote People Strategies that align with the business goals focusing on the talent needed to complete the vision. Deliver results through development, succession planning, career development, skills gap analysis etc.

• 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, diversity etc.

• Demonstrate proficiency in and partnership with other functional areas of Human Resources.

• As a 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.

Required Qualifications:

• 8 - 10 years of related Human Resource Business Partner experience (Senior Director)

• Experience will be evaluated based on alignment to the competencies for the role (e.g. extracurricular leadership roles, military experience, volunteer work, etc.).

• Proven experience in managing and developing teams, with a track record of building high-performing HR professionals

• 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 eloquent 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. Should have knowledge of Google products (Sheets, Slides etc)

• Ability to conduct group facilitation, and coach and counsel management at all levels.

• Experience in leadership development and being a trusted advisor to Sr Leader 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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Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.