To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts.

Job Category

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 Sr Director, Global Policy Governance & AI Readiness is responsible for building and maintaining a modern, enterprise-wide policy governance framework that spans the full Hire-to-Retire (H2R) employee lifecycle. This leader ensures that policies across all employee touchpoints — from talent acquisition and onboarding through performance, mobility, rewards, and exit — are compliant, relevant, consistent, and future-ready.
In today’s Agentic Era, policies are the trusted data foundation that fuels our digital and human agents: the Employee Agent, Manager Agent, ES Ops Agent, and ES Business Partner Agent. This leader will transform Hire-to-Retire policies into accessible, machine-readable assets that embed directly into workflows, powering AI-enabled experiences while maintaining compliance, fairness, and scalability.


Key Responsibilities

Policy Governance & Oversight:

• Establish and lead a global governance framework for Hire-to-Retire policies, ensuring alignment across geographies, CoEs, and regulatory environments.

• Conduct a full audit of existing H2R policies to identify redundancies, gaps, outdated content, and compliance risks.

• Serve as primary governance liaison to the Head of ES Compliance Execution & Process Excellence, ensuring policy updates are prioritized based on risk and compliance remediation needs.

• Define and enforce a standardized H2R policy lifecycle (creation, review, approval, renewal, retirement) that integrates with the compliance execution roadmap to ensure policies support legal requirements and closure of identified compliance gaps.

• Partner with CoEs as subject matter experts, providing challenge, oversight, and governance while respecting content ownership.

AI & Agentic Readiness:

• In partnership with the Knowledge & Data Strategy Lead, establish and govern the structural standards for Hire-to-Retire policies to ensure their seamless translation into machine-readable formats for AI agents and digital workflows.

• Partner with AI and technology teams to embed policy logic directly into key workforce processes and decision points (e.g., hiring, promotions, mobility, offboarding).

• Anticipate future AI use cases across the employee lifecycle and proactively evolve policy frameworks to support innovation and mitigate risk.

Compliance & Risk Management:

• Collaborate with the Head of ES Compliance Execution & Process Excellence and Legal to ensure policies meet global and local legal requirements across the full H2R spectrum.

• Translate compliance gap findings into actionable policy updates, ensuring timely alignment between governance and execution.

• Establish and monitor an exception management framework to balance employee experience with compliance and risk control.

• Maintain auditable trails of H2R policy decisions to support regulatory and ethical AI standards.

Knowledge & Accessibility:

• Partner with the Knowledge and Data Strategy Lead, to ensure we have additional bodies of knowledge available to operationalise new policies or when gaps have been identified in existing ones

• Ensure policy language is employee-centric, inclusive, and clear while being structured for AI integration.

• Drive continuous enablement for HR/ES Business Partners, managers, and employees through policy education, trailhead, and AI-powered policy lookup through our existing training portals e.g Trailhead

Benchmarking & Continuous Improvement:

• Benchmark Salesforce’s H2R policy framework against global peers and AI-enabled governance models.

• Continuously refine policies to reflect changing employment laws, workforce practices, and the needs of an AI-driven workplace.

• Provide insights to ES leadership on compliance risks, adoption trends, and AI readiness across the H2R policy spectrum.

Key Outcomes (12–18 Months):

• A centralized, AI-ready Hire-to-Retire policy repository serving as a single source of truth.

• Key policies prioritised, updated and enforced to directly close high risk and identified compliance gaps

• Increased employee self service on policy related queries, leading to a significant reduction in policy exceptions and workarounds across the employee lifecycle.

• Increased policy adoption and confidence by HR/ES BPs, managers, and employees.

• Clear, auditable compliance across global and local requirements.

• Policies reframed as dynamic enablers of human and digital agents across H2R, not static documents.

• Seamless integration between policy governance and compliance execution, reducing time-to-remediation for compliance gaps.

Reporting & Stakeholder Model:
Reports to: VP, Global ES Operations
Dotted Line Oversight: CoE policy owners/policymakers across Hire-to-Retire

Key Partnerships:

Head of ES Compliance Execution & Process Excellence
Knowledge & Data Strategy Lead
HR/ES Business Partners
Legal and Regional HR Leaders
Employee Relations, Compensation, Talent Acquisition, Total Rewards, Learning, Mobility, Payroll and other CoEs
AI/Tech Enablement Teams

Ideal Profile

• 12+ years of HR, compliance, governance, or policy management experience with end-to-end Hire-to-Retire exposure.

• Strong background in defining and implementing global and regional policy governance within global, complex organisations.

• Experience working at the intersection of HR and AI/digital transformation.

• Exceptional change management and influencing skills, with the ability to bring diverse stakeholders on a transformative journey and drive adoption of new governance structures for Hire-to-Retire policies

• Proven ability to balance compliance rigor with an employee-first, AI-enabled approach.

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 and be your best, and our AI agents accelerate your impact so you can do 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

If you require assistance due to a disability applying for open positions please submit a request via this Accommodations Request Form.

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.