Senior Learning and Development Manager

Druva•Santa Clara, CA

10h•$169,000 - $237,000

About The Position

The Senior Learning and Development Manager will architect and execute our enterprise-wide learning strategy, building scalable programs that drive leadership excellence, accelerate capability development, and strengthen employee engagement. This role reports to the Sr. Director, HR and serves as a strategic partner to senior leadership, translating business objectives into targeted development initiatives that enhance organizational performance and prepare our workforce for future challenges in the rapidly evolving data security landscape.

Requirements

10+ years of progressive experience in learning and development, talent development, or organizational effectiveness roles
4+ years designing and delivering leadership development programs for mid-to-senior level leaders
Proven track record building learning functions from foundation through scale in high-growth technology companies (500-2000+ employees)
Experience in SaaS, cloud computing, cybersecurity, or enterprise software industries
Demonstrated success partnering with C-suite executives on strategic talent initiatives
Strong project management skills with the ability to drive multiple complex initiatives simultaneously

Nice To Haves

Experience navigating organizations, balancing growth and profitability objectives
Background in instructional design, adult learning theory, or organizational psychology
Familiarity with sales enablement, technical training, or product education ecosystems
Experience implementing learning management systems and learning technology platforms
AI proficiency
Certification in executive coaching, facilitation, or leadership assessment methodologies
MBA or Master's degree in Organizational Development, Industrial-Industrial-Organizational Psychology, or related field.

Responsibilities

Design and implement a comprehensive learning ecosystem aligned with business priorities, including revenue growth, operational efficiency, product innovation, and market expansion.
Develop multi-year learning roadmaps that anticipate future skill requirements in data security, AI/ML technologies, and SaaS business models.
Partner with executive leadership to identify critical capability gaps and create targeted interventions that accelerate time-to-productivity and strengthen competitive positioning.
Build and scale leadership development pathways from emerging leaders through executive levels, creating cohort-based experiences that develop strategic thinking, people management excellence, and organizational leadership capabilities.
Design succession planning frameworks integrated with learning interventions, ensuring robust talent pipelines for critical roles.
Facilitate executive coaching, 360-degree feedback processes, and action learning projects that drive measurable leadership behavior change and business impact.
Create engaging learning experiences that strengthen retention, belonging, and career growth for high-performing talent.
Develop career frameworks with clear competency progression, enabling employees to visualize and navigate development paths.
Build manager enablement programs that equip people leaders to conduct effective development conversations, provide meaningful feedback, and create growth opportunities within their teams.
Partner with Revenue Operations and Product organizations to ensure alignment between formal learning initiatives and role-specific enablement programs.
Ensure consistent messaging, avoid duplicative efforts, and create integrated development journeys for customer-facing and technical roles.
Establish governance models that clarify ownership while maximizing cross-functional collaboration.
Evaluate, implement, and optimize learning management systems and development platforms that enable personalized learning at scale.
Leverage data analytics to measure program effectiveness, learning engagement, and business impact.
Build self-service resources, microlearning content, and just-in-time learning tools that support the flow of work.
Champion learning as a core organizational value, creating programs that encourage curiosity, experimentation, and knowledge sharing.
Launch mentorship programs, communities of practice, and internal knowledge exchanges that leverage organizational expertise.
Measure and communicate learning culture indicators, celebrating development milestones and learning achievements.