Sr. Manager, Enterprise Learning

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

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.

Role Overview:
The role demands a strategic leader who will be responsible for designing, building, and scaling a world-class coaching portfolio across Salesforce. This individual will be a visionary who understands the power of executive, individual, and team coaching to drive employee performance, engagement, and retention. They will be a hands-on leader who can build a team, develop a comprehensive strategy, and execute with excellence.  In addition to designing and scaling programs, this role plays a pivotal part in mentoring others, role modeling Salesforce-on-Salesforce practices, and delivering key milestone programs at moments that matter for our leaders.

This role will be a key player in Enterprise Learning and will partner closely with leaders across the organization, particularly Leadership Development, Executive Development, ES Business Partners, Enablement and with external vendors.

Key Responsibilities:

Strategy & Vision:

• Develop and articulate a compelling vision for coaching at Salesforce, aligning it with the company's strategic goals and core values.

• Design a comprehensive coaching strategy that addresses the needs of various employee populations, from new hires to senior leaders.

• Continue to build out the COE as a central hub for coaching expertise, best practices, and resources across the organization.

• Define key performance indicators (KPIs) and metrics to measure the effectiveness and business impact of coaching initiatives in partnership with Enterprise Learning Portfolio Strategy and People Analytics.

Future of Coaching & Technology:

• Serve as a thought leader on the evolution of coaching, staying abreast of industry trends and the latest research.

• Drive the strategic integration of innovative technologies, including artificial intelligence (AI) and digital coaching platforms, to complement and scale human-to-human coaching efforts in collaboration with ES Product Management and Digital Enterprise Technology teams.

• Lead continued feature development and review of Coaching App user experience in partnership with go-to-market planning tools team.

• Evaluate and implement coaching tools for automation, providing data-driven insights, and offering personalized, on-demand support, freeing up human coaches to focus on complex, high-value interactions.

• Champion a future-forward approach that leverages AI to democratize coaching, making it more accessible and effective for a wider audience while upholding the ethical standards and human connection fundamental to coaching.

Program Development & Management:

• Build, launch, and manage a portfolio of coaching programs, including executive coaching, leadership development coaching, performance coaching, and team coaching.

• Curate and develop a comprehensive curriculum and methodology for internal coaches and managers who coach their teams.

• Oversee the selection, training, and certification of a network of internal and external coaches.

• Lead the learning program design, review and promotion for open programs such as the Coaching Habit and Maximizing Your Energy.

• Ensure all coaching programs are inclusive, equitable, and accessible to a diverse workforce.

• Manage the resourcing of Team Development requests as part of the High Impact Teaming (HIT) program.

• Manage the 360 Feedback program to ensure Coaching participants are able to receive in-depth insights from peers and leaders

Stakeholder Collaboration & Influence:

• Partner with senior leadership to champion a coaching culture and secure buy-in and resources for COE initiatives.

• Collaborate with Enablement teams to embed coaching skill