Employee Success M&A Director

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Job Category

Employee Success

Job Details

About Salesforce

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 Experience

The Director, Employee Success M&A is a strategic, operationally disciplined leadership role within Salesforce’s Employee Success (ES) M&A organization. This role provides dedicated M&A support across live global transactions, driving operational excellence and integration success.

In this role, you will support and sometimes direct end-to-end workforce strategy and deal execution across the full transaction lifecycle—from pre-LOI due diligence and talent valuation through post-close integration execution. Reporting to the VP, Employee Success M&A, you will serve as a primary Employee Success single point of contact for integration management, leading cross-functional tracks across the core ES Centers of Excellence (COEs) to deliver an agentic, highly efficient, and seamless integration experience for acquired global workforces.

What You'll Actually Be Doing

Strategic M&A Due Diligence

• In partnership with the ES M&A Deal Lead, support end-to-end HR operational, cultural and financial due diligence across global acquisitions, leveraging agentic frameworks to streamline analysis across varying deal scales and complexities.
• Analyze target company workforce data, organizational structure, compensation models, benefits alignment, labor compliance, and key risks.
• Surface critical cultural and talent insights to highlight risks and inform longer-term integration and retention strategies, acting as a consistent thread throughout the integration journey from early diligence through to full integration.
• Synthesize findings into concise executive diligence reports, risk assessments, and mitigation plans for key decision-makers and steering committees.

Post-Close Integration Management & Execution

• Design, govern, and execute comprehensive HR integration roadmaps, managing deliverables and milestones from Day One through full operational harmonization.
• Orchestrate extended cross-functional integration teams across Global Rewards, Talent Acquisition, Employee Success Business Partners (ESBPs), and other Employee Success functions, as well as with cross-functional partners across the company.
• Manage workforce alignment efforts, including organizational design, job mapping/leveling, offer management, international consultation and transfer strategies, and Workday system onboarding workflows.
• Maintain strict governance standards for managing sensitive employee demographic, organizational, and compensation data.
• Act as a trusted advisor and ambassador to acquired company leadership and HR teams, navigating complex talent transitions, cultural integration, and change management.

Stakeholder Alignment & Executive Reporting

• Maintain tight cross-functional alignment within Employee Success as well as across Corporate Development, Legal, Finance, and other functional M&A teams.
• Prepare executive-ready materials to provide visibility to deal integration performance, risk escalations, and budget adherence.

You're Our Person If...

• HR M&A Expertise: Demonstrated experience supporting complex, end-to-end HR due diligence and integrations across international transactions in the tech sector.
• Program Management: Strong track record of structuring, executing, and leading complex, cross-functional HR integration initiatives from strategy through operational completion.
• Employee Experience: Expertise in change management principles and crafting a seamless employee experience, with proven skills in building trust, leading empathetic communication, and guiding acquired talent smoothly through transition.
• Data Driven & Operational Rigor: Combines strong stakeholder management and influencing skills with a meticulous approach to data integrity, compliance, and process details.
• AI Proficiency & Emerging Tech: Proficient in utilizing modern AI tools and agentic frameworks to optimize deal execution, streamline workforce analysis, and automate M&A integration workflows.
• Education: Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related operational field.
• HR Experience: Minimum 8 years of progressive HR leadership experience across HR Business Partnering, HR Operations, or Global COE roles, or equivalent consulting industry HR-specific expertise.
• HR M&A Depth: 3+ years of direct experience supporting corporate HR M&A due diligence and post-close integrations in the technology sector.
• Systems & Tools Proficiency: Practical familiarity with enterprise HRIS platforms (specifically Workday), core project collaboration tools (e.g., Slack, Google Suite), and AI tools such as Claude and ChatGPT.
• Travel Flexibility: Ability and willingness to travel as needed during peak deal and announcement activity thresholds.

Unleash Your Potential

When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance andbe your best, and our AI agents accelerate your impact so you cando your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.

Accommodations

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Posting Statement

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.

In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.

The typical base salary range for this position is $164,000 - $261,500 annually. 

The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.