Senior Director, Talent and Growth

Key Responsibilities

• Define Leadership Operating Model

  Establish the leadership behaviors that define exemplary leadership at Cohesity, embed them across the talent lifecycle, and drive consistency and accountability in how leadership is assessed and rewarded.

• Modernize Performance

  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 reviews.
  • Equip and train managers and People Partners.
• Lead Talent Reviews, Succession, and Promotions
  • Design and execute enterprise talent review processes 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
  • 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 & Organizational Development
  • Partner with senior leaders and People Partners as thought partners, diagnosing needs and delivering capability building aligned to business priorities.
  • Run capability‑building cohorts across the manager and leadership pipeline.
  • Lead a portfolio of high‑impact career and high‑potential development experiences.
  • Design and deliver company‑wide learning campaigns and steward the learning technology ecosystem.
  • Lead the learning side of AI enablement—building capability frameworks, learning journeys, and adoption campaigns.

• Core Skills
  • Enterprise talent leadership with a track record of leading and elevating a multi‑disciplinary talent function.
  • Strategy‑to‑execution operator who brings rigor, execution discipline, and structure to complex, high‑stakes work.
  • Experience modernizing performance and talent systems, making them continuous, insight‑led, and tightly connected to development and promotion decisions.
  • AI‑native design—from AI‑assisted goal creation to insight‑driven assessment—to make the talent system faster, more consistent, and useful to leaders.
  • Executive influence and credibility with senior leaders; comfortable influencing at the executive level.
  • Partnership and co‑creation—building solutions with People Partners, business leaders, and cross‑functional stakeholders.
  • Capability translation—converting strategic business priorities into targeted talent interventions across learning, organizational development, and team effectiveness.
  • Measurement and business impact—defining program success metrics and building dashboards and analytics that show efficiency and employee experience.
• Enabling Skills
  • Skills‑based and workforce transformation expertise, with a track record of designing systems that align skills, roles, and career pathways.
  • Internal mobility and career architecture—designing and scaling internal mobility frameworks tied to a skills‑based talent system.
• Bonus Skills
  • 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.
• Experience Signals
  • Led talent management, performance, L&D, and organization development at enterprise scale within an HR function.
  • Navigated a matrixed, fast‑moving tech environment and built credibility with executive stakeholders.
  • Defined and embedded a leadership operating model or set of leadership behaviors across hiring, performance, promotions, and development.
• Note

  We value demonstrated capability over credentials. A degree is not required.

We operate in a fast‑moving industry where priorities can shift quickly. Responsibilities listed here reflect our current needs, but the role will evolve. We seek someone who sees change as an opportunity, not an obstacle. Adaptability, curiosity, and a willingness to grow alongside the business are essential.

• We operate as a lean, senior team, meaning…