Director, Future of Work & Organizational Transformation - Japan (JPKT)

Role Overview

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.

Responsibilities

Japan Market & Organizational Expertise

• 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

Role Design within the Future of Work

• 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

Job Architecture & Mobility

• 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

Capacity Planning Long Range Plan

• 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

Stakeholder Partnership & Leadership

• 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

Requirements

Education

• Advanced degree (Master's, MBA) or equivalent practical experience required — candidates with a strong consulting background and demonstrated impact in organizational design and workforce transformation are equally considered
• Doctorate (Ph.D.) preferred but not required

Experience

• 10+ years of experience in strategic consulting, organizational design, workforce strategy, or research, with at least 5 years in a leadership capacity driving large-scale change within a corporate environment
• Experience in the Japan market — deep understanding of local business culture, labor dynamics, and regulatory context
• Proven track record in capacity planning, job architecture design, and workforce transformation at scale
• Research experience — applying quantitative and qualitative research methods to solve complex business problems (publication record a plus, but not required)

Skills & Competencies

• Deep understanding of Human-Computer Interaction (HCI) principles and their application in designing effective human-machine systems
• Strong business acumen with the ability to connect research and strategic insights to tangible business outcomes and KPIs
• Exceptional leadership and communication skills, with a track record of influencing senior leadership and inspiring cross-functional teams
• Demonstrated expertise in organizational transformation and the integration of emerging technologies, particularly AI, into work processes
• Fluency in Japanese and English (both written and spoken) strongly preferred