Strategic Workforce & Organizational Planner

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Job Category

Employee Success

Job Details

About Salesforce

We’re Salesforce, the Customer Company, inspiring the future of business with AI+ Data +CRM. Leading with our core values, we help companies across every industry blaze new trails and connect with customers in a whole new way. And, we empower you to be a Trailblazer, too — driving your performance and career growth, charting new paths, and improving the state of the world. If you believe in business as the greatest platform for change and in companies doing well and doing good – you’ve come to the right place.

About the Role
The Strategic Workforce & Organizational Planning (SWOP) Business Partner will serve as a strategic advisor to a set of business units, leading the development and execution of their holistic three-year and in-year Workforce & Organizational Plan. This role is integral in shaping the workforce strategy, optimizing organizational design, and embedding workforce planning into business decision-making. The SWOP BP will work cross-functionally with HR Business Partners (HRBPs), Finance, Recruiting, and Strategy & Operations leaders to ensure alignment with broader company objectives. Additionally, this role will play a critical part in driving Workforce Transformation efforts, integrating AI-driven automation and Digital Labor strategies into workforce planning to align with Salesforce’s human + agents vision.

Key Responsibilities

Strategic Organizational Design & Workforce Transformation

• Partner with BU leaders to design and optimize organizational structures, focusing on job profiles, grade level distribution, spans of control, and overall workforce architecture.
• Conduct organizational assessments to identify gaps and opportunities, developing recommendations as part of the annual and three-year workforce plan.
• Support evolving job architectures, career frameworks, and workforce transformation initiatives, including the integration of AI and Digital Labor to enhance productivity and efficiency.
• Leverage AI-driven insights to inform job evolution, skills transformation, and workforce agility.

Data Analysis & Insight Generation

• Analyze workforce data to uncover trends, discrepancies, and opportunities across locations, job profiles, and grade levels.
• Utilize advanced analytics tools (e.g., Power BI, Tableau) to generate actionable insights that inform workforce strategy.
• Assess workforce distribution, representation, and location viability, supporting expansion and optimization decisions.
• Evaluate the impact of AI-driven automation and Digital Labor on workforce composition, organizational effectiveness, and future skills requirements.

Stakeholder Engagement & Credibility Building

• Act as a trusted advisor to business leaders, HRBPs, and Strategy & Operations teams, translating workforce planning insights into strategic actions.
• Facilitate ongoing discussions with stakeholders, presenting findings, recommendations, and progress on workforce initiatives.
• Build business acumen to understand key business priorities, ensuring workforce planning is aligned with strategic objectives.

Proactive Workforce Optimization

• Develop and implement strategies for optimizing workforce resources, balancing headcount, skills, and budget.
• Go beyond reporting workforce trends—interpret and integrate them into business discussions.
• Provide recommendations that enhance organizational performance, talent development, retention, and acquisition.
• Integrate AI and Digital Labor solutions into workforce optimization strategies, ensuring a forward-thinking approach to workforce transformation.

Continuous Improvement & Innovation

• Stay ahead of industry trends, best practices, and emerging technologies in workforce planning and organizational design.
• Lead initiatives to enhance workforce planning methodologies, tools, and processes.
• Experiment with new approaches to workforce analysis, ensuring agility and future-readiness.
• Partner with AI and technology teams to explore innovative ways to leverage AI-powered solutions in workforce planning.

Key Skills & Competencies

• Organizational Design & Workforce Transformation Expertise: Deep knowledge of job architecture, grade levels, spans of control, and the impact of AI and Digital Labor on workforce structures.
• Data Analysis & Insight Generation: Strong ability to analyze complex data sets and generate strategic insights.
• Executive Communication: Ability to convey complex workforce planning insights in a clear, compelling manner to senior leaders.
• Stakeholder Management: Proven ability to build credibility with HR and business leaders.
• Problem-Solving: Strong critical thinking and ability to develop workforce solutions aligned with business needs.
• Tech & Digital Fluency: Experience with HR analytics tools, workforce planning platforms, AI-driven workforce modeling, and data visualization (Tableau, Orgvue, Workday Adaptive).
• Strategic Thinking: Ability to connect workforce planning efforts to long-term business strategy and Salesforce’s AI-first vision.
• Adaptability & Agility: Comfortable navigating ambiguity and evolving workforce trends, including AI and automation.
• Detail Orientation: Precision in workforce planning while maintaining a strategic perspective.
• Proactive Leadership: Self-starter who anticipates workforce challenges and acts decisively.

Qualifications

• 10+ years of experience in Workforce Planning, Organizational Design, HR Strategy, or related fields.
• Experience working in a large, complex organization, preferably within a global technology company.
• Strong proficiency in data analysis, workforce modeling, and scenario planning.
• Familiarity with AI-driven workforce transformation, Digital Labor, and automation trends.
• Bachelor’s degree in HR, Business, Economics, or a related field; Master’s degree preferred.

Join Us
This role offers a unique opportunity to shape the future of workforce planning within Salesforce. If you're a strategic thinker with a passion for workforce analytics, organizational effectiveness, and AI-driven workforce transformation, we encourage you to apply.

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.

For Illinois based roles, the base salary hiring range for this position is $177,600 to $257,600.