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Employee Success (HR) M&A Analyst
Human Resources
US - California - San Francisco (HQ)
Salesforce will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance.

Employee Success (HR) M&A Analyst

About the HR M&A Team:

This role is on the Human Resources M&A (Mergers & Acquisitions) team and provides support for Salesforce acquisitions. The HR M&A Analyst will bring operational expertise to help scale and grow the Human Resources M&A function, accelerate Salesforce’s acquisition strategy, and capture deal value.

This individual will provide data management and financial analysis expertise to support Salesforce acquisitions. The person will also help support the overall integration strategy and will be a Salesforce ambassador for acquired companies to support a successful on-boarding experience.

The role works with a team of functional specialists and diverse partners to coordinate ES acquisition milestones and activities (from due diligence through employee on-boarding and integration transition).

Your Impact:

  • Support HR M&A deal team in HR diligence, integration planning and execution.

  • Own and manage sensitive employee demographic and compensation data through all phases of acquisition, focusing on data integrity, analysis and reporting.

  • Specific activities may include collecting, scrubbing and matching target company data; partnering with compensation, benefits and finance M&A partners to analyze impact of integration decisions on deal model; and preparing data for employee offers.

  • Partner with a virtual and extended team to ensure acquired company data is managed consistently across the globe and in compliance with local and regional processes and policies.

  • Depending on deal volume, may also support other acquisition-related activities such as project management, offer letter production, and preparing data for uploading to Salesforce HR management system (Workday).

  • Proactively identify process inefficiencies and collaborate cross-functionally to drive improvements.

  • Partner with internal & external global teams in developing and evolving our ES M&A playbook and tools.

​Required Skills/Experience:

  • High level of accuracy and attention to detail.

  • Experience managing and analyzing HR, compensation, workforce planning or related data.

  • Strong analytical skills and high degree of proficiency with Excel and other spreadsheet software programs.

  • Comfortable with high volume workload, tight deadlines and rapidly changing priorities.

  • Excellent organizational and interpersonal skills.

  • Effective communication, influencing and collaboration skills.


  • Bachelor’s degree in Human Resources, Business, or related field.

  • Minimum 5 years relevant work experience, ideally in an HR, finance or sales compensation function

  • Demonstrated experience in data management and/or financial reporting.

  • Previous experience with Mergers & Acquisitions a plus, but not required.

  • Ability to travel up to 20% of the time.


Would you like to apply to this job?

Apply for the Employee Success (HR) M&A Analyst position and are Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. Headhunters and recruitment agencies may not submit resumes/CVs through this Web site or directly to managers. and do not accept unsolicited headhunter and agency resumes. and will not pay fees to any third-party agency or company that does not have a signed agreement with or
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Pay Transparency Policy Statement – The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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