Senior Director, People Partner- Sales

QUALIFICATIONS

• Typically requires a minimum of 15 years of related 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 an equivalent combination of education and experience.
• Significant experience directly managing people — including experience 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, given the distinct workforce dynamics of a quota-carrying population (ramp time, territory/segment design, incentive-linked performance, and sales-specific attrition patterns).
• Prior experience at a technology company required; experience in a cloud, SaaS, or platform-as-a-service environment preferred.
• Bachelor's degree in human resources, Business, Organizational Psychology, or a related field; advanced degree a plus.
• DESIRED SKILLS
• Expert-level people leadership and management experience — performance management, coaching/mentoring, and building high-performing teams.
• Ability to provide expert opinions, advice, analysis, and recommendations to senior executives based on deep, first-hand experience and expertise.
• Proven ability to build and sustain strategic partnerships with the most senior leaders in the company, earning trusted-advisor status as a subject-matter expert in human capital management.
• Expert at leading complex organizational change efforts and project management — acting as both change agent and driver, not just a support function.
• Business fluency: understands financial drivers, market dynamics, and product/customer lifecycle well enough to connect people decisions directly to revenue, retention, and growth.
• Data fluency: uses people data to tell a story and drive decisions — not just to report on them — including scenario planning and predictive attrition/risk analysis.
• Executive presence and influence: a trusted advisor in high-stakes moments who can challenge respectfully, hold the line under pressure, and bring a clear point of view rather than only options.
• Talent-multiplier mindset: builds succession pipelines, drives decisive talent actions, 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 — rather than simply react to — current and future talent needs.
• Understands external customer, competitive, and industry trends (including sales/GTM market dynamics) and their impact on Cohesity's business.
• Treats ambiguity as an advantage — drives innovation and improvement rather than waiting on clarity or precedent.
• Strong verbal, written, and interpersonal communication skills, with the ability to flex style and level of detail from front-line sales managers up to the CRO and executive staff.
• A "business first, HR second" orientation — uses HR skills, programs, and initiatives as tools to engage with and advance the business, not as an end in themselves. #LI-RB1
• Disclosure Pursuant to Applicable State Equal Pay Transparency Laws - This position has a starting pay range as listed below. Actual salary depends upon many factors, including a candidate’s skills, qualifications and experience, location, and salary expectations, and therefore a starting salary at the low end, high end, or even above the stated range may be offered. This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants. Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time.
• Pay Range:
• The compensation noted above is based on an annualized hourly rate assuming normal full-time employment.
• Data Privacy Notice for Job Candidates: For information on personal data processing, please see our Privacy Policy. Equal Employment Opportunity Employer (EEOE) Cohesity is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status or any other category protected by law. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact us at 1-855-9COHESITY or [email protected] for assistance. In-Office Expectations Cohesity employees who are within a reasonable commute (e.g. within a forty-five (45) minute average travel time) work out of our core offices 2-3 days a week of their choosing.
• We strongly prefer candidates who are currently located in or near the designated job location. Candidates outside the area should apply only if they are committed to relocating prior to their start date and have the legal right to work in the job location.