Senior Director, Talent and Growth

Cohesity•Durham, NC

1d•$189,760 - $237,200•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 will lead Cohesity's end-to-end talent and capability strategy — connecting leadership expectations, performance, development, and workforce transformation into a single, integrated system. You will define how we build leaders, measure performance, develop talent, and enable internal mobility, ensuring our talent strategy is AI-native, skills-based, and directly aligned to business outcomes. You lead a team across talent management, L&D, and organizational development, and serve as a strategic partner to executive leadership — moving fluently from strategy to execution and raising the bar on execution discipline, measurement, and talent outcomes.

Requirements

Enterprise talent leadership — a proven leader across talent management, performance, L&D and org development at enterprise scale, with a track record of leading and elevating a multi-disciplinary talent function
Strategy-to-execution operator — a strong operator who can move fluently from talent strategy to execution, bringing rigor, execution discipline, and structure to complex, high-stakes bodies of work
Performance and talent systems modernization —experience modernizing performance and talent systems, making them continuous, insight-led, and tightly connected to development and promotion decisions
AI-native design — able to embed AI across talent and performance — from AI-assisted goal creation to insight-driven assessment — to make the talent system faster, more consistent, and more useful to leaders
Executive influence and credibility — highly credible with senior leaders and comfortable influencing at the executive level, partnering across the People Leadership Team, People Partners, and business stakeholders to drive alignment and outcomes
Partnership and co-creation — builds solutions with People Partners, business leaders, and cross-functional stakeholders rather than delivering top-down mandates, creating shared ownership and durable adoption of talent and performance initiatives
Capability translation — demonstrated ability to convert strategic business priorities into targeted talent interventions across learning, organizational development, and team effectiveness
Measurement and business impact — ability to define program success metrics and build dashboards and analytics that show efficiency, cycle time, adoption, quality, and employee experience so leaders can make clear decisions
Has led talent management, performance, L&D and organizational development at enterprise scale within a HR function — setting direction, developing a team, and raising the bar on execution and impact
Has navigated a matrixed, fast-moving tech environment and built credibility with executive stakeholders
Has defined and embedded a leadership operating model or set of leadership behaviors across hiring, performance, promotions and development

Nice To Haves

Skills-based and workforce transformation — a track record of driving skills-based talent architecture and workforce transformation initiatives, designing systems that align skills, roles, and career pathways to evolving business needs
Internal mobility and career architecture — experience designing and scaling internal mobility frameworks and career pathways tied to a skills-based talent system
Development program design — experience leading a portfolio of high-impact development experiences aligned to capability gaps and succession pipelines
Exposure to high-growth technology environments scaling talent systems through rapid change

Responsibilities

Define Cohesity's Leadership Operating Model: You will establish the leadership behaviors that define what great looks like at Cohesity, embed across the talent lifecycle and drive consistency and accountability in how leadership is assessed and rewarded.
Modernize Performance: You will redesign the performance system to be AI-native, continuous, data-driven and insight-led. Integrate leadership behaviors throughout the performance system: Performance assessments Scorecards DPs and promotion decisions Launch and scale AI-assisted goal creation, performance feedback and review Equip and train managers and People Partners
Lead Talent Reviews, Succession, and Promotions: You will own and enable the enterprise talent review, succession planning, and promotion processes with rigor and consistency. Design the enterprise talent review processes and deliver in partnership with People Partners and business stakeholders Ensure clear standards, strong calibration, and data-driven decisions
Build a Skills-Based Talent System & Internal Mobility Strategy: You will define and implement the skills-based talent architecture and the frameworks that move talent across the company. Build a skills-based talent architecture Design and scale internal mobility frameworks Align skills, roles, and career pathways to evolving business needs Enable leaders to make better talent decisions through skills and data
Activate Leadership, Learning & Org Development: You will lead a team that owns leadership development, learning and organizational development experiences that build capability across Cohesity — from manager effectiveness and cohort programs to team effectiveness, learning platforms, and AI enablement. Partner with senior leaders and People Partners as the Leadership and Talent thought partners— diagnosing needs and developing, delivering, and facilitating learning and capability building aligned to business needs, priorities and succession pipelines Run capability-building cohorts across the manager and leadership pipeline from aspiring leaders, new managers, manager forums and executive development Lead a portfolio of high-impact career and high-potential development experiences (i.e., mentoring, coaching, external development opportunities) Design and deliver company-wide learning campaigns and steward the learning technology ecosystem to deliver modern, scalable learning to a distributed global workforce Lead the learning side of AI enablement — building the capability frameworks, learning journeys, and adoption campaigns that move employees to confident, productive use of AI tools