Senior Director, People Partner- Sales
Cohesity · Raleigh-Durham-Chapel Hill Area · 3 wk ago
Business Development$192k–$240k/yrFull-time
We need to output HTML fragment with sections only if real content. Must include headings: for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to parse the posting.
First, identify sections:
- About the role: The initial description about Cohesity and the role: "Cohesity is a leader... Join us on our mission... Cohesity is seeking a highly strategic and business-minded Senior Director, People Partner to support our Sales organization." This is about the role. So we can put an
inside
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to parse the posting.
First, identify sections:
- About the role: The initial description about Cohesity and the role: "Cohesity is a leader... Join us on our mission... Cohesity is seeking a highly strategic and business-minded Senior Director, People Partner to support our Sales organization." This is about the role. So we can put an About the role
with paragraphs.
- Responsibilities: The "How You’ll Spend Your Time Here" bullet list (actually paragraphs). We'll need to extract each bullet as
- . The text includes many sentences each starting with a verb. We'll treat each as a list item.
- Qualifications: The "Qualifications" section after responsibilities. Contains bullet-like sentences: "Typically requires a minimum of 15 years..." etc. We'll list each as
- .
- Skills: The "Desired Skills" section. List each bullet.
- Benefits: The disclosure mentions benefits: "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." Also earlier: "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." That's compensation but could be part of Benefits or Pay. We'll treat benefits as separate section.
- Pay: The Pay Range: "$192,000.00-$240,000.00". Also note about bonus etc. We'll include Pay section with that range.
- Schedule: The "In-Office Expectations" paragraph about hybrid schedule: "Cohesity employees who are within a reasonable commute ... work out of our core offices 2-3 days a week of their choosing." That's schedule info. So we can include Schedule section.
We must not repeat job title as heading. No Job ID etc. Remove boilerplate: EEO, data privacy notice, equal opportunity, scam warning, application instructions, etc. Also remove "Disclosure Pursuant to Applicable State Equal Pay Transparency Laws" maybe keep only pay range? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we should drop the EEO paragraph, data privacy notice, etc. Keep pay range and benefits info.
We must not invent or summarize away detail. Preserve all substantive information. So we need to keep all details from responsibilities, qualifications, skills, benefits, pay, schedule.
We must not create sections with filler like "commensurate with experience". Not present.
We must output only HTML fragment, no /, no markdown fences.
Let's craft.
Structure:
About the role
... paragraphs ...
Responsibilities
- ... ...
Qualifications
- ... ...
Skills
- ... ...
Benefits
- ... ...
Pay
Pay range: $192,000.00‑$240,000.00 (annualized).
Maybe also mention bonus, commission, equity grants. Could be part of Pay or Benefits. Since they said "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." That's compensation. We'll include in Pay section as additional note.Schedule
In‑office expectation: employees within a reasonable commute (≈45 minutes) work from core offices 2‑3 days per week of their choosing.
We need to preserve all substantive information from responsibilities etc. Let's extract responsibilities list exactly as sentences. Responsibilities paragraph list: - 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 holding leaders 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. We'll keep each as - . Qualifications list: - 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. We'll keep each as
- . Skills list (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. We'll keep each as
- .
Benefits: The text: "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." Also earlier: "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." That's compensation but we could include in Benefits or Pay. Since Pay section already about range, we could add bonus etc in Benefits. But better to keep Pay section for base salary range, and Benefits for health etc plus bonus etc. However the instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting states benefits and pay range. So we can have both.
We'll create Benefits
- with items:
- Health and wellness benefits
- Vacation
- Paid holidays and refresh days
- 401(k) retirement plan
- Life and disability insurance coverages
- Other benefits the Company may offer from time to time
- Bonus compensation
- Commission (if in a sales function)
- Equity grants
But need to preserve exact phrasing? We can keep as list items summarizing but not invent. The posting says: "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." That's a sentence; we could keep as a single
- for any list of duties/requirements/benefits. So we should break into list items each benefit. That's acceptable as preserving info.
Also "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." We'll add those as separate list items.
Pay: We'll output
Pay range: $192,000.00‑$240,000.00 (annualized).
maybe also note that compensation noted above is based on an annualized hourly rate assuming normal full-time employment. We'll include that as part
but we need
- for any list of duties/requirements/benefits. So we should break into list items each benefit. That's acceptable as preserving info.
Also "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." We'll add those as separate list items.
Pay: We'll output