Employee Success M&A Senior Director

The Experience

The Senior 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 deal leadership coverage across live global transactions, driving long-term strategy and operational excellence.

In this role, you will 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 deal coverage, leading cross-functional tracks alongside Corporate Development, Legal, Finance, and 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 Deal Leadership & Due Diligence

• Lead 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.
• Formulate global talent assessment and retention strategies in collaboration with our Global Rewards M&A lead, Corporate Development and executive leadership, structuring key offers, retention equity pools, and harmonization strategies to achieve both strategic and financial objectives of our acquisitions.
• 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.
• Direct 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.
• Establish metrics, tracking mechanisms, and data-driven reporting to monitor deal integration performance, risk escalations, and budget adherence.

You're Our Person If...

• Deep HR M&A Expertise: Proven track record leading complex, end-to-end HR due diligence and integrations across international transactions in the tech sector.
• Strategic Vision & Operational Rigor: Combines high-level executive workforce planning with a meticulous approach to data integrity, compliance, and process details.
• Thrives in Dynamic Environments: Adept at navigating complex, matrixed, and ambiguous environments, managing multiple parallel deal tracks under tight timelines.
• Courageous Influencer: Demonstrates outstanding written and verbal communication skills, with a proven ability to build trust with acquired leaders, employees, and internal stakeholders.
• Global Perspective: Experienced in managing international labor complexities, works councils, international consultation processes, and multi-country deal dynamics.
• Education: Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related operational field.
• HR Experience: Minimum 10 years of progressive HR leadership experience across HR Business Partnering, HR Operations, or Global COE roles.
• HR M&A Depth: 5+ years of direct experience leading 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) and core project collaboration tools (e.g., Slack, Google Suite).
• Travel Flexibility: Ability and willingness to travel as needed during peak deal and announcement activity thresholds.