Jobs / United States / Salesforce INC
Employee Success Business Partner Manager
Salesforce INC · 🇺🇸 5 Locations
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 1,544 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 498 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Salesforce INC paid sponsored hires in similar roles48 certified filings for “Customer Success Manager” (Information Technology Project Managers) in TX: $146k–$183k, median $161k. Most were filed at wage level III (52%) — 3 lottery entries, ≈46% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Salesforce INC
The US Department of Labor certified 1,544 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 498 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Salesforce INC →
About the role
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. Join our world-class Employee Success Business Partner (ESBP) team during a pivotal era where CRM, AI, Data, and Trust converge. As an Employee Success Business Partner Manager , you will sit within our Employee Success for Employee Success (ES4ES / HR4HR) client group, partnering directly with HR and People leaders who shape the future of Salesforce's workforce. This is not a traditional business partner role. You will operate as a trusted advisor to director and senior-manager level leaders across the Employee Success organization, including leaders in ESBP, Workforce Transformation, Agentic Talent Experience, and HR COEs. Your clients help execute Salesforce's people strategy day to day, which means your work has meaningful team- and org-level impact. Responsibilities • HR-for-HR Partnership: Serve as a proactive consultant to people leaders to support organizational strategy, business transformation, engagement and AI/Agent integration at the team and function level. You will align talent initiatives with fiscal year goals and support hiring strategies for your client group. • Leadership Advisory & Coaching: Serve as a trusted advisor to your assigned leaders, using strong consultative skills to navigate a complex organizational ecosystem. You will provide values-aligned coaching — anchored in Trust, Customer Success, Innovation, and Equality — to support leaders through organizational change and engagement challenges. As a clear, empathetic communicator, you will bridge differing perspectives among practitioners, building the consensus needed to improve retention and drive strong people outcomes. • Operational Excellence: Execute critical talent cycles including succession planning, merit and compensation reviews, and workforce planning for your client group. You will help test and refine internal initiatives before they are scaled to the broader organization. • Cross-functional Collaboration: Mobilize stakeholders across Legal, Finance, and HR Centers of Excellence (COEs) as needed. You will help translate global corporate strategy into local, actionable guidance for your client teams. • Analytics & Impact Measurement: Use data-driven insights to monitor and advise on team health. You will connect engagement data (from GIS surveys) to relevant business metrics like retention risk and team effectiveness. Required Qualifications • Relevant Experience: 5-7 years of experience as an HR/ES Business Partner or in a similar talent advisory role, with a track record of supporting director/senior-manager level clients. • Business & Tech Acumen: A strong curiosity for how business operates, including growth trajectories, product lifecycles, and the impact of AI on the modern workforce. • Change Management: Experience supporting teams through organizational change, using established change management frameworks to improve culture and effectiveness. • Data Literacy: Ability to analyze people data and connect it to bu