Description
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 Business Leaders, 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, skills, 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.
Develop cutting-edge concepts for workforce planning, routinely challenging our organizational approach to ensure success as an agentic enterprise.
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.
For roles in San Francisco and Los Angeles: Pursuant to the San Francisco Fair Chance Ordinance and the Los Angeles Fair Chance Initiative for Hiring, Salesforce will consider for employment qualified applicants with arrest and conviction records.