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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.

The opportunity

AI is changing the content of work, the pace at which skills gain and lose value, and the standard for how People teams operate. Compensation has to keep up without losing clarity, fairness, local credibility, or financial discipline. Salesforce is looking for a Dublin-based senior leader who can build that balance into the architecture, programs, and operating practices that support employees across international markets.

The Vice President, International Compensation will own Salesforce's broad-based compensation strategy and advisory agenda for markets outside the United States. This leader will translate enterprise rewards principles into locally relevant, scalable programs and bring international market, regulatory, and employee insight into enterprise compensation decisions.

This is an enterprise leadership role with a direct remit focused on international compensation. It combines clear ownership with strong partnership across Executive & Equity Compensation, Global Benefits, Global Incentive Compensation, Finance, Legal, Privacy, Tax, Payroll, Stock Administration, Mobility, People Analytics, Talent, Employee Relations, and business leadership.

What you'll own

Set international strategy and governance

• Define the international compensation agenda. Translate enterprise philosophy, business strategy, and workforce priorities into clear principles and priorities for markets outside the United States.

• Build practical governance. Establish international standards, decision rights, policy ownership, approval thresholds, and documented exception paths that preserve enterprise coherence while allowing justified local variation.

• Bring international insight to enterprise decisions. Advise senior People and business leaders with concise analysis, clear alternatives, and explicit market, cost, regulatory, employee, and implementation tradeoffs.

Architect jobs and pay across international markets

• Lead the international application of job architecture. Maintain consistent job evaluation, career streams, levels, and profiles across markets and surface local evidence that should influence enterprise architecture.

• Design locally credible pay structures. Own international salary ranges, market-positioning principles, geographic differentials, and refresh cadences for selected labor markets; use reputable surveys and approved market-data protocols.

• Respond to market and currency change. Monitor labor-market, inflation, and currency signals and establish range-review and foreign-exchange methodologies with Finance and local People teams rather than relying on automatic indexing.

• Respond to changing skill value. Identify critical-skill and talent-market signals, evaluate targeted premiums or differentiated approaches, and manage internal equity and compression implications.

Lead international compensation programs

• Run the international annual agenda. Own the design adaptation, governance, and delivery of salary, merit, promotion, and broad-based bonus programs outside the United States, including budgets, systems requirements, calibration, controls, manager guidance, and employee communications.

• Manage total direct compensation coherently. Connect international base pay and broad-based incentives with equity strategy through close partnership with Executive & Equity Compensation, Finance, Tax, Legal, Payroll, and Stock Administration.

• Maintain international policies. Govern pay decisions for hiring, promotions, transfers, off-cycle adjustments, cross-border moves, and retention situations with clear principles and usable tools.

• Partner on mobility. Shape assignment compensation, allowances, differentials, and tax-equalization principles with Mobility, Tax, Payroll, Finance, and Legal.

Advance international pay equity and transparency

• Build objective, gender-neutral pay practices. Embed documented criteria into job evaluation, range design, offers, movement, and annual pay decisions, including the factors used to assess equal work or work of equal value.

• Lead recurring pay-equity analytics. Develop reliable analyses, remediation scenarios, and execution governance; support counsel-directed reviews and keep legal conclusions and privilege decisions with Legal.

• Lead transparency readiness. Translate the EU Pay Transparency Directive, applicable national implementing laws, and other international requirements into compensation structures, data, reporting, processes, manager tools, and communications.

• Keep reporting disciplines distinct. Support Irish and other statutory gender-pay-gap reporting while maintaining a clear distinction between population-level reporting, equal-pay analysis, and market competitiveness.

• Support employee-representation processes. Provide compensation analysis, design rationale, and implementation scenarios for European and local information or consultation processes where required.

Turn international data into decisions

• Model the choices. Build multi-year forecasts and scenarios that show the cost, market, talent, equity, compression, currency, and implementation effects of major compensation decisions.

• Strengthen the data foundation. Set standards for compensation data quality, definitions, access, controls, retention, and cross-border use in partnership with Privacy, Legal, HR Technology, and People Analytics.

• Measure what matters. Create a focused scorecard for program competitiveness, internal consistency, cycle accuracy and timeliness, budget performance, exception patterns, adoption, and operating efficiency.

Build the future of international compensation

• Translate changes in work into pay implications. Partner with Future of Work, Talent, Workforce Strategy, and People Analytics teams to understand how AI changes tasks, roles, skills, career paths, and talent scarcity across international markets.

• Run disciplined experiments. Test skills-based pay, targeted skill premiums, and new approaches to AI-affected roles through defined hypotheses, local-law and employee-relations guardrails, success measures, and controlled pilots before scaling.

• Apply AI responsibly. Use governed AI, automation, and advanced analytics to improve market pricing, scenario modeling, cycle operations, anomaly detection, and advisory support. Validate data and model quality, document material assumptions, protect confidential data, assess privacy impact, monitor for discriminatory outcomes, and preserve accountable human judgment.

Lead international compensation through acquisitions and change

• Lead the international compensation workstream for M&A. Own diligence, job and employee mapping, acquired-company pay and incentive assessment, retention arrangements, harmonization options, and cost and risk modeling outside the United States.

• Create an executable transition path. Define decision points, transition principles, milestones, communications, and exception governance in partnership with Rewards, Finance, Legal, Tax, Payroll, Mobility, Privacy, and Employee Relations.

Build the team and international capability

• Lead a high-performing international function. Build a diverse, succession-ready team of compensation partners with strong technical depth, business judgment, and local credibility.

• Raise compensation capability. Equip People Partners, recruiters, managers, and leaders with clear guidance, decision tools, and training that improve the quality and consistency of pay decisions.

• Create trust through clarity. Explain complex choices in plain language, surface tradeoffs early, and maintain strong relationships across countries, functions, and levels.

What success looks like

• Clear international governance. Leaders understand enterprise principles, international decision rights, and exception paths, and material decisions are documented and repeatable.

• Locally credible architecture. International jobs, levels, and pay structures have defined coverage, ownership, and refresh cadences and reflect selected labor markets without losing enterprise coherence.

• Reliable delivery. International annual compensation cycles are accurate, on time, within approved budgets, and supported by locally usable manager and employee communications.

• Regulatory readiness. Pay-equity routines, transparency processes, statutory reporting inputs, and employee-representation support operate with reliable data and the appropriate Legal, Privacy, and Employee Relations review.

• Better decisions. Senior leaders use clear international scenario analysis to make informed tradeoffs, and acquisition compensation milestones move from diligence through integration.

• Measured modernization. Controlled technology and AI use cases reduce manual work or error, improve cycle time or insight quality, and maintain privacy, control, and human accountability.

• Stronger capability. The international compensation team, People Partners, recruiters, and managers can apply compensation principles with greater consistency and local credibility.

What you'll bring

• International compensation leadership. 15+ years of progressive compensation or Total Rewards experience, including leadership of complex programs and high-performing teams across multiple markets outside the United States.

• Broad-based depth. Demonstrated expertise in compensation philosophy, job architecture, market pricing, salary structures, geographic pay, annual salary and incentive cycles, and program governance.

• Cross-border fluency. Experience navigating materially different labor markets, currencies, employment frameworks, and employee-representation environments across Europe and other international regions.

• Fairness and transparency. Experience with objective job evaluation, pay-equity analytics and remediation planning, pay-transparency readiness, and statutory gender-pay-gap reporting in partnership with Legal and specialist teams.

• Business and financial judgment. Ability to connect talent choices to business strategy and model cost, workforce, market, equity, compression, inflation, currency, and implementation tradeoffs with Finance.

• Data, privacy, and technology fluency. Strong command of compensation data, advanced analytics, scenario modeling, visualization, HR systems, and privacy-aware controls for international decision support.

• Responsible AI practice. Evidence of moving an AI or automation use case from experiment to controlled production with measurable improvement in accuracy, cycle time, controls, capacity, or user experience.

• Transformation and consultation experience. A record of modernizing compensation programs and delivering change through local People teams and, where applicable, works councils or other employee representatives.

• M&A capability. Experience with international compensation diligence, employee and role mapping, retention arrangements, harmonization, cost modeling, and integration governance.

• Executive influence. Credibility with senior People, Finance, Legal, and business stakeholders; able to turn technical and jurisdictional detail into clear choices and recommendations.

• Cross-functional fluency. Working knowledge of executive and equity compensation, broad-based equity, sales incentives, benefits, mobility, tax, payroll, and accounting sufficient to lead across specialist boundaries.

• Education. Bachelor's degree or equivalent practical experience. An advanced degree or relevant professional certification is welcomed.

How you lead

• Precise and practical. You turn ambiguity into clear principles, decision rights, and operating mechanisms.

• Curious without chasing novelty. You test promising ideas, define evidence up front, and scale only what works.

• Candid and low ego. You challenge constructively, explain tradeoffs plainly, and change course when the evidence changes.

• Human-centered and accountable. You understand that pay decisions affect trust and opportunity, and you pair innovation with disciplined judgment.

• Calm under pressure. You can lead high-stakes annual cycles, executive decisions, and transformation work without losing rigor or perspective.

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

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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.