Director, Learning & Organizational Development

Cohesity•Durham, CA

1d•Hybrid

About The Position

Cohesity is a leader in AI-powered data security and management. Aided by an extensive ecosystem of partners, Cohesity makes it easy to secure, protect, manage, and get value from data — across the data center, edge, and cloud. Cohesity helps organizations defend against cybersecurity threats with comprehensive data security and management capabilities, including immutable backup snapshots, AI-based threat detection, monitoring for malicious behavior, and rapid recovery at scale. We’ve been named a Leader by multiple analyst firms and have been globally recognized for Innovation, Product Strength, and Simplicity in Design. Join us on our mission to shape the future of our industry. You are a senior learning and organizational development practitioner who builds and directs high-performing teams while operating at the intersection of human capability, business strategy, and emerging technology. You don't just design programs — you set strategy, develop talent, and build the right intervention for the moment, whether that's a learning experience, a team effectiveness engagement, a capability framework, or something that doesn't yet have a name. At Cohesity, you'll lead a small, senior L&D and OD team and shape how we build the human and organizational capability needed to compete and win in an AI-powered world.

Requirements

Team leadership and talent development - a track record of leading small, senior teams with a coaching-forward style that elevates individual capability and collective output; able to set a clear direction, remove obstacles, and hold a high quality bar by coaching toward outcomes.
Learning strategy and program design — deep expertise in adult learning principles and modern instructional design, with a track record of building solutions that drive behavior change, not just knowledge transfer.
AI fluency and enablement — demonstrated personal fluency with generative and agentic AI tools (like Microsoft Copilot and Claude), and ability to design and operationalize enterprise AI adoption programs that build confidence and capability at scale.
Organizational development — experience designing and facilitating team effectiveness interventions, culture initiatives, and capability frameworks that go beyond the classroom.
Influence and executive rapport— a consistent track record of building trust, driving alignment, and delivering outcomes through senior stakeholder relationships in complex organizations including Senior Leaders, People Partners and other cross functional business stakeholders.
Cross-functional partnership depth — demonstrated ability to build and sustain strong working relationships with People Partners, co-designing interventions and ensuring learning and OD work is tightly connected to the broader people strategy for each business unit.
Measurement and business impact — ability to define program success metrics, support QBR reporting, and use data and stakeholder feedback to demonstrate clear, credible business outcomes.
Has led a small, senior L&D and/or OD team — setting direction, managing performance, and developing talent — in a fast-moving technology environment.
Has owned an enterprise-wide or function-wide learning or OD strategy — not just delivered programs within one — and can speak to how that strategy connected to business outcomes.
Has designed and led an AI adoption or enablement (or other similar in scale and impact) initiative and can describe what worked, what didn't, and what they'd do differently.
Has designed and led end-to-end, large scale, enterprise-wide enablement initiatives and can describe what worked, what didn't, and what they'd do differently.
Has navigated a matrixed, fast-moving tech environment and built credibility with technical stakeholders without a formal mandate.
Has delivered team effectiveness or organizational development work (not just training) that a leader or team would specifically point to as having made a difference.
Has operated as a senior individual contributor — taking full ownership of complex, ambiguous bodies of work without needing heavy direction.
Has progressive L&D and OD experience in a high-growth technology environment.

Nice To Haves

Leadership development design — experience building and executing manager and leader effectiveness programs tied to measurable outcomes such as engagement survey improvement or performance framework adoption.
Learning technology ecosystem — hands-on experience with LXP/LMS platforms (Docebo a plus) and comfort designing within a Microsoft 365 and enterprise AI tool environment.
Stakeholder engagement sophistication — ability to apply structured approaches (such as Insights Discovery or similar frameworks) to navigate complex stakeholder dynamics and lead alignment conversations with senior leaders.
Familiarity with tools such as Udemy, Franklin Covey, or similar content ecosystems.
Experience supporting post-merger or post-acquisition integration through learning and OD interventions.
Exposure to agile or product-thinking approaches applied to learning program design.

Responsibilities

Lead a small, senior L&D and OD team — setting a clear strategic direction, developing individual capabilities, and modeling the standards you expect from the work.
Define the team's annual priorities and connect them explicitly to business and people strategy outcomes.
Coach and develop direct reports, providing consistent feedback, growth opportunities, and the kind of thought partnership that makes the team stronger over time.
Establish and maintain a high quality bar across all team output — design, facilitation, stakeholder engagement, and measurement.
Own programs that build the quality of people leadership across Cohesity, with direct accountability for outcomes reflected in engagement data and business performance.
Build scalable, high-quality interventions — workshops, cohort programs, resources, and coaching frameworks — that translate into stronger team performance.
Use employee engagement data and QBR feedback to continuously improve program design and demonstrate impact.
Be Cohesity's primary architect for building an AI-empowered workforce -- designing programs that equip employees with the confidence, capability, and habits to adopt generative and agentic AI tools in their daily work.
Iterate and lead an enterprise AI enablement learning strategy spanning all functions.
Build capability frameworks, learning journeys, and adoption campaigns that move employees from awareness to active, productive use of tools including Microsoft Copilot and Claude.
Partner with IT, Operations, and business leads to connect learning to tool rollout and adoption metrics.
Lead OD and team effectiveness work that accelerates cohesion and performance across key functions within Cohesity.
Design and facilitate team effectiveness engagements, culture initiatives, and integration learning experiences that build shared identity and ways of working.
Partner with senior leaders to diagnose organizational challenges and recommend the right intervention — learning, facilitation, or structural.
Sustain and evolve "One Team" culture programming as the organization continues to scale.
Serve as the primary L&D and OD thought partner for key functions including Engineering, Finance, Operations, and IT, building the kind of trusted relationships that generate long-term impact.
Translate complex business needs into targeted, high-quality interventions.
Lead stakeholder discovery, program design, and outcome measurement for functional learning priorities.
Steward Cohesity's learning technology ecosystem and ensure the team uses modern tools to deliver at scale.
Leverage Docebo, Udemy, Franklin Covey, MS365, and enterprise AI tools to build scalable, modern learning experiences for a distributed global workforce.
Contribute to L&D's overall quality bar, helping the team continuously raise the standard of what great looks like.