Director, Future of Work & Organizational Transformation

This role sits within the Employee Success organization and is designed for a strategic leader with a background in consulting and deep expertise in organizational design and transformation.

The primary mission is to develop a comprehensive understanding of the Japan market and Salesforce Japan's current state, and to reimagine the future of work, organizational structure, and human-AI collaboration — ultimately redefining Job Architecture across functions within JPKT (Japan, Korea, and Taiwan).

As organizations navigate the rapid advancement of AI and emerging technologies, there is a growing imperative to reimagine how work, roles, and organizational structures are designed. This role addresses that need by reviewing, updating, and further developing existing Capacity Plans and Golden Ratio frameworks — ensuring Salesforce Japan's organizational design remains dynamic, data-driven, and aligned with the future of work.

Develop deep knowledge of Japan labor market dynamics, regulatory environment, and cultural nuances to ensure transformation strategies are locally relevant and sustainable

Translate macro organizational strategy into actionable workforce and job design initiatives specific to JPKT

Phased Geographic Expansion: Lead initial implementation in Japan (Phase 1), with a structured plan to expand and adapt frameworks to Korea and Taiwan (Phase 2), ensuring market-specific relevance at each stage

Lead the strategic integration of AI and emerging technologies to fundamentally redefine jobs and organizational structures at Salesforce Japan

Develop evidence-based frameworks for job design and organizational structure, grounded in research on how AI and technology can best augment human work

Apply principles from Human-Computer Interaction (HCI) and cognitive science to design seamless and effective human-AI collaboration workflows

Redefine Job Architecture for JPKT: Lead a ground-up reassessment of role design and job families across functions in Japan, incorporating insights from broader organizational transformation needs

Collaborate on Mobility Strategy: Partner with the ICR (Internal Mobility)team to ensure Job Architecture decisions are considered in the context of existing ICR frameworks — including role rotation and internal career program — as roles evolve in an AI-augmented environment

Develop and Maintain Capacity Plans: Build data-driven capacity planning models that reflect current and future workforce needs across JPKT, accounting for AI augmentation and business growth projections

Apply Golden Ratio Frameworks: Leverage Golden Ratio principles to define the optimal ratio between roles — for example, AE vs. SE, or AE vs. SD/BDR — informing decisions on headcount structure, role design, and resource allocation across the organization

Partner with Key Stakeholders: Serve as a key thought partner to the following leaders and teams, connecting research and strategic insights to tangible business outcomes:

CEO, COO and senior leadership in JPKT

Global and JPKT Sales Strategy

Global Human-AI Collaboration & Workforce Transformation team

Global Employee Success (ES)

Global Recruiting and Futureforce (New Grad team)

JPKT Employee Success team including recruiting team

Drive Enterprise-Wide Transformation: Champion a culture of continuous learning and adaptation, leading the organization through significant shifts in how work is defined, performed, and managed

Influence and Educate Stakeholders: Serve as a subject matter expert, effectively communicating complex research findings and strategic recommendations to diverse audiences, including technical and non-technical stakeholders

Exceptional Agility: Juggle competing priorities and rapidly shift focus as business needs evolve