Senior Learning and Development Manager

Druva is the resilience foundation for the AI enterprise, helping organizations secure and recover from connected risk across data, cyber, identity, and AI. The Resilience Cloud is a fully managed, cloud-native SaaS platform that delivers air-gapped and immutable protection across cloud, SaaS, on-premises, endpoint, and edge environments. Powered by Dru MetaGraph, Druva’s graph-powered intelligence layer, the platform connects critical business context so customers can understand risk, respond faster, recover cleanly, and govern data with greater confidence.

Trusted by nearly 7,500 customers, including 75 of the Fortune 500, Druva helps safeguard the critical information and systems businesses depend on in an increasingly connected world.

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The Learning & Development (L&D) team is dedicated to fostering a culture of continuous improvement and growth. The team provides essential resources for continuous skill development, enabling employee success. Our programs are designed to support high-ownership work, ensuring employees can thrive, deliver maximum ROI for customers, and build key career skills as Druva shapes the future of data security.

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.

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.=

• 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

• 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 (add more here)
• Certification in executive coaching, facilitation, or leadership assessment methodologies
• MBA or Master's degree in Organizational Development, Industrial-Organizational Psychology, or related field.

Within your first year, you will have conducted a comprehensive learning needs assessment, built relationships with key stakeholders across the organization, and launched flagship leadership development programs with measurable engagement and satisfaction metrics. You'll establish baseline metrics for learning culture, manager effectiveness, and leadership capability that enable year-over-year measurement. Your learning roadmap will be integrated into strategic workforce planning, and employees will report increased clarity regarding development opportunities and career pathways.

Innovation is how we operate, not a side project. You’ll work in a culture that values bold thinking and continuous improvement, where global teams experiment, iterate, and turn new ideas into products customers can rely on.  

If you’re looking for high-ownership work, visible impact, and a culture that values innovation, collaboration, accountability, and growth—where you’ll be trusted to lead and empowered to build—you’ll thrive at Druva.

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Druva 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 recruiting_us@druva.com

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