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Salary: USD 192,000 - 240,000 / annual
Cohesity, a leader in AI-powered data security and management, is seeking a Senior Director, People Partner to serve as a strategic advisor to the Chief Revenue Officer and Sales Leadership Team. This is a high-impact role focused on driving business performance through people strategies, organizational effectiveness, leadership coaching, workforce planning, and talent management.
You will manage and develop a team of People Partners supporting the Global Worldwide Field organization, owning team growth, performance, capacity, and career pathing. Key responsibilities include:
• Serve as a trusted strategic advisor to the CRO and senior leadership team, functioning as an integral member of the executive leadership group
• Develop enterprise-level business fluency around pipeline dynamics, quota structures, go-to-market strategy, and competitive positioning
• Connect hiring, performance, and organizational design decisions directly to revenue, retention, and customer-impact outcomes
• Actively contribute to quarterly business reviews and operating reviews, playing a key role in quarterly attainment and performance review sessions
• Own workforce strategy for the Global Field Organization at a 6-12+ month horizon, including scenario modeling for territory changes, segment shifts, and automation impact
• Advise on workforce implications of major strategic decisions and organizational changes
• Own enterprise talent strategy, advising on pipeline strength, succession gaps, and talent investment priorities
• Design and run executive-level talent review and succession-planning processes, driving genuine performance differentiation
• Drive decisive talent actions—accelerating high performers, addressing underperformance, and preventing regrettable attrition
• Own culture health strategy, designing diagnostics and change programs while holding leaders accountable for talent and culture outcomes
• Model direct, courageous conversations with senior leaders about culture, behavior, and accountability
• Maintain people-analytics view of the organization, tracking trends in attrition, ramp time, performance distribution, and organizational structure
• Partner with Finance, Legal, Total Rewards, Talent Acquisition, and other centers of excellence to build globally consistent solutions
• Lead or contribute to company-wide transformation, restructuring, or M&A-integration initiatives affecting the Global Sales organization
REQUIREMENTS:
• Minimum 15 years of People Partner / HR Business Partner experience with a bachelor's degree; or 15 years with a master's degree; or a PhD with 12 years of experience; or equivalent combination of education and experience
• Significant experience directly managing people, including building, coaching, and managing a team of People Partners or HR Business Partners
• Demonstrated track record operating as a strategic partner and trusted advisor to C-suite / CxO-level executives and their leadership teams
• Experience supporting a global sales, go-to-market, or revenue-generating organization strongly preferred (understanding quota-carrying dynamics, ramp time, territory/segment design, incentive-linked performance, sales-specific attrition)
• Prior experience at a technology company required; cloud, SaaS, or platform-as-a-service environment preferred
• Bachelor's degree in Human Resources, Business, Organizational Psychology, or related field; advanced degree a plus
• Expert-level people leadership and management experience (performance management, coaching/mentoring, building high-performing teams)
• Ability to provide expert opinions and recommendations to senior executives based on deep, first-hand experience
• Proven ability to build strategic partnerships with senior leaders and earn trusted-advisor status
• Expert at leading complex organizational change efforts and project management
• Business fluency: understanding financial drivers, market dynamics, and product/customer lifecycle to connect people decisions to revenue and growth
• Data fluency: using people data to drive decisions and scenario planning, including predictive attrition/risk analysis
• Executive presence and influence; ability to challenge respectfully and bring clear point of view in high-stakes moments
• Talent-multiplier mindset; builds succession pipelines and enforces real performance differentiation at scale
• Deep understanding of employee engagement and performance-management best practices and current trends
• Skilled in building organization and talent plans that anticipate future talent needs
• Understanding of external customer, competitive, and industry trends and their impact on business
• Comfort with ambiguity; drives innovation and improvement rather than waiting on clarity
• Strong verbal, written, and interpersonal communication skills with ability to flex style from front-line managers to CRO
• "Business first, HR second" orientation—uses HR skills and programs as tools to advance the business
