Strategic People Partner Lead for Global Sales (Remote)
Cohesity, Inc.
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Job summary
Cohesity, Inc. is seeking a Senior Director, People Partner to support the Sales organization. You will partner with the CRO and Sales leadership to shape people strategies, org design, leadership development, and workforce planning in a high-growth, quota-carrying environment.
The role emphasizes coaching, talent management, succession planning, and workforce analytics to drive revenue, retention, and customer outcomes, while aligning with Cohesity's global GTM strategy.
Qualifications
- Minimum 15 years in People Partner/HRBP with degree, or 15+ with master's, or PhD with 12+ years.
- Experience managing people and building high-performing HR teams.
- Strategic partner to C-suite executives and leadership teams.
- Experience supporting global sales, GTM, or revenue-focused orgs; tech/SaaS preferred.
Responsibilities
- Serve as strategic partner to CRO and sales leadership.
- Manage and develop a team of People Partners for Global Worldwide Field.
- Understand pipeline dynamics, GTM strategy, and quota positioning.
- Link hiring, performance, and org design to revenue and customer impact.
- Contribute to QBRs and leadership performance reviews.
Skills
Education
Job description
USA - New York - Remote
USA - Georgia - Remote
Cohesity - Heathrow
Cohesity - New York
USA - North Carolina - Remote
Full time
Posted 18 Days ago
R04871
Cohesity opens in a new tab 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 opens in a new tab for Innovation, Product Strength, and Simplicity in Design.
Join us on our mission to shape the future of our industry.
Cohesity is seeking a highly strategic and business-minded Senior Director, People Partner to support our Sales organization. This leader will serve as a trusted advisor to the Chief Revenue Officer (CRO) and Sales Leadership Team, helping drive business performance through thoughtful people strategies, organizational effectiveness, leadership coaching, workforce planning, and talent management.
The ideal candidate is a seasoned HR leader who deeply understands the unique dynamics of high-growth, quota-carrying organizations and can translate business priorities into scalable people solutions. This role requires strong commercial acumen, the ability to influence senior executives, and a proven track record of building high-performing organizations that accelerate revenue growth.
HOW YOU’LL SPEND YOUR TIME HERE
- Serve as a strategic partner and trusted advisor to the Chief Revenue Officer and their leadership team, engaging as an integral member of the senior leadership team.
- Manage, coach, and develop a team of People Partners supporting the Global Worldwide Field organization — owning the team's growth, performance, capacity, and career pathing.
- Maintain enterprise-level business fluency: understand pipeline dynamics, quota structures, GTM strategy, and competitive positioning well enough to challenge leaders and decisions.
- Connect hiring, performance, and org design decisions directly to revenue, retention, and customer-impact outcomes — not just regional or functional metrics.
- Attend and actively contribute to QBRs, operating reviews while playing a key role in quarterly attainment and performance review sessions with senior leadership.
- Advise the CRO on the workforce implications of major go-to-market or company-level strategic decisions.
- Own workforce strategy for the Global Field Organization at a 6-12 month+ horizon, incorporating scenario modeling (territory changes, segment shifts, AI/automation impact on sales roles, etc.), in close partnership with the regional People Partner team. This includes reviewing and stress-testing org design proposals before they reach business leaders — catching gaps in spans, layers, or scalability.
- Own enterprise talent strategy for the Global Field organization — advising CRO-level leadership on pipeline strength, succession gaps, and talent investment priorities.
- Design and run executive-level talent review and succession-planning processes for leadership, driving genuine performance differentiation rather than compliance-only calibration.
- Drive decisive talent actions across the Sales organization — accelerating high performers, addressing underperformance directly, and getting ahead of regrettable attrition.
- Own culture health strategy — designing and leading diagnostics and change programs, and holdingleaders accountable for talent and culture outcomes, not just quota attainment.
- Model direct, courageous conversations with senior leaders about culture, behavior, and accountability, and coach the team to do the same.
- Own the people-analytics view of the organization — tracking trends (attrition, ramp time, performance distribution, span/layers) rather than point-in-time snapshots.
- Partner with other functions — Finance, Legal, Total Rewards, Talent Acquisition, and other People Centers of Excellence — to build value-added, globally consistent solutions for the organization.
- Partner with functional and regional People Partner counterparts to ensure global strategic alignment across the broader business.
- Ensure the Sales People Partner team stays focused on high-leverage, strategic work — redirecting transactional pull-through to HR Centers of Excellence and HR Operations.
- Lead or contribute to company-wide transformation, restructuring, or M&A-integration initiatives that touch the Global Sales organization.
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 - Serve as a strategic partner and trusted advisor to the Chief Revenue Officer and their leadership team, engaging as an integral member of the senior leadership team.
- Manage, coach, and develop a team of People Partners supporting the Global Worldwide Field organization — owning the team's growth, performance, capacity, and career pathing.
- Maintain enterprise-level business fluency: understand pipeline dynamics, quota structures, GTM strategy, and competitive positioning well enough to challenge leaders and decisions.
- Connect hiring, performance, and org design decisions directly to revenue, retention, and customer-impact outcomes — not just regional or functional metrics.
- Attend and actively contribute to QBRs, operating reviews while playing a key role in quarterly attainment and performance review sessions with senior leadership.
- Advise the CRO on the workforce implications of major go-to-market or company-level strategic decisions.
- Own workforce strategy for the Global Field Organization at a 6-12 month+ horizon, incorporating scenario modeling (territory changes, segment shifts, AI/automation impact on sales roles, etc.), in close partnership with the regional People Partner team. This includes reviewing and stress-testing org design proposals before they reach business leaders — catching gaps in spans, layers, or scalability.
- Own enterprise talent strategy for the Global Field organization — advising CRO-level leadership on pipeline strength, succession gaps, and talent investment priorities.
- Design and run executive-level talent review and succession-planning processes for leadership, driving genuine performance differentiation rather than compliance-only calibration.
- Drive decisive talent actions across the Sales organization — accelerating high performers, addressing underperformance directly, and getting ahead of regrettable attrition.
- Own culture health strategy — designing and leading diagnostics and change programs, and holdingleaders accountable for talent and culture outcomes, not just quota attainment.
- Model direct, courageous conversations with senior leaders about culture, behavior, and accountability, and coach the team to do the same.
- Own the people-analytics view of the organization — tracking trends (attrition, ramp time, performance distribution, span/layers) rather than point-in-time snapshots.
- Partner with other functions — Finance, Legal, Total Rewards, Talent Acquisition, and other People Centers of Excellence — to build value-added, globally consistent solutions for the organization.
- Partner with functional and regional People Partner counterparts to ensure global strategic alignment across the broader business.
- Ensure the Sales People Partner team stays focused on high-leverage, strategic work — redirecting transactional pull-through to HR Centers of Excellence and HR Operations.
- Lead or contribute to company-wide transformation, restructuring, or M&A-integration initiatives that touch the Global Sales organization.
- 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.
- 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 - Healthcare coverage for you and your family
- Paid parental leave
- Flexible paid time off
- Additional company-wide days off throughout the year
- A robust wellness program
- Continuous learning opportunities
- And a competitive salary and additional benefits package
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 ourcomprehensive 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 :
Cohesity opens in a new tab 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 opens in a new tab for Innovation, Product Strength, and Simplicity in Design.
Join us on our mission to shape the future of our industry.
Cohesity is seeking a highly strategic and business-minded Senior Director, People Partner to support our Sales organization. This leader will serve as a trusted advisor to the Chief Revenue Officer (CRO) and Sales Leadership Team, helping drive business performance through thoughtful people strategies, organizational effectiveness, leadership coaching, workforce planning, and talent management.
The ideal candidate is a seasoned HR leader who deeply understands the unique dynamics of high-growth, quota-carrying organizations and can translate business priorities into scalable people solutions. This role requires strong commercial acumen, the ability to influence senior executives, and a proven track record of building high-performing organizations that accelerate revenue growth.
HOW YOU’LL SPEND YOUR TIME HERE
QUALIFICATIONS
DESIRED SKILLS
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 ourcomprehensive 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 :
$192,000.00-$240,000.00The compensation noted above is based on an annualized hourly rate assuming normal full-time employment.
Data Privacy Notice for Job Candidates:
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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 recruiting@cohesity.com opens in a new tab 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.
ApplyAt Cohesity, we work hard and move fast—and we’re not afraid to push boundaries to deliver exceptional work. We value integrity and respect, and here’s what we promise: We’ll give you the tools to be successful and welcome you into a culture that celebrates individual contributions and collective success. We’ll empower you to grow, offer continuous learning opportunities, and surround you with ambitious, collaborative colleagues.
We strive to have a parity of benefits across regions, and while regulations differ from place to place, we believe taking care of our employees (and their families) is the right thing to do.
Cohesity has received reports of scams where individuals purporting to be Cohesity HR representatives or even our CEO conduct bogus “employment interviews” via email or text, and then request payment as a condition for receiving an offer of employment. Please be aware that Cohesity and its subsidiariesdo notconduct interviews by email or text, and willneverrequest payment as a condition for applying for a position or receiving an offer of employment. These scam operators may also ask for your personal information (name, address, birthdate, social security number, etc.) which you should not provide to them. If you have been a target of such a scam, you should report it by contacting the U.S. Federal Trade Commission (see this FTC posting for further details: https://www.consumer.ftc.gov/articles/job-scams opens in a new tab ) the office of your state Attorney General, or the government agency responsible for investigating matters such as this where you reside.
Cohesity does not accept unsolicited resumes from external recruiters or staffing agencies. Any submission of an unsolicited resume to our resume database, directly to Cohesity hiring managers, or by other means will be considered gratis and no recruiting fee will be paid if an unsolicited candidate from a third-party recruiter is subsequently hired. Fees will be paidONLYwhere an external recruiter has an executed service contract in place with Cohesity and resumes have been solicited by our Talent Acquisition team in connection to a specific job opening.
Want to learn more about Life at Cohesity and our RADIO Values? Read more from our employees here.
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