As a Senior Cloud Alliance Manager, you will lead and expand our Global Strategic Partnership with key Cloud Providers. In this role, you will be responsible for driving joint go-to-market initiatives, deepening technical integrations, executing agreements, and maximizing revenue opportunities through programs and sales motions. This position requires a highly strategic and execution-focused leader with a deep understanding of the cloud ecosystem, cloud technologies, and partner management.

At Datadog, we place value in our office culture - the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them.

What You’ll Do:

• Drive Revenue Growth: Identify and execute joint business opportunities, including marketplace transactions, co-selling initiatives, and Cloud funding programs.
• Go-to-Market Leadership: Collaborate with Cloud Providers and internal teams (sales, marketing, and product) to develop and launch integrated solutions, campaigns, and enablement programs.
• Technical & Product Alignment with GTM and Sales Plays: Work closely with Datadog’s product and engineering teams to promote Cloud integrations and ensure technical alignment with Cloud services. 
• Field & Partner Enablement: Train and support Datadog’s sales teams on Cloud partnership benefits, co-sell motions, and marketplace offerings.
• Measure & Optimize: Track partnership performance using key metrics (pipeline, revenue and incentives) and continuously refine strategy to maximize impact.

Who You Are: 

• Experienced in 7+ years of partner-facing business development, strategic alliances, or channel sales at a cloud services or software as a service organization
• Skilled in driving sales, partner sourced and partner influenced opportunities 
• Able to quickly understand technical concepts and explain them to others verbally and in writing
• Experience working with Cloud Alliances and Tech Alliances (other ISVs) a plus.  

Datadog values people from all walks of life. We understand not everyone will meet all the above qualifications on day one. That's okay. If you’re passionate about technology and want to grow your skills, we encourage you to apply.

Benefits and Growth:

• High income earning opportunities based on self performance
• New hire stock equity (RSU) and employee stock purchase plan (ESPP)
• Continuous professional development, product training, and career pathing 
• Sales training in MEDDIC and Command of the Message 
• Intra-departmental mentor and buddy program for in-house networking 
• An inclusive company culture, opportunity to join our Community Guilds
• Generous global benefits

Benefits and Growth listed above may vary based on the country of your employment and the nature of your employment with Datadog.

#LI-Remote

We’ve been fortunate to experience continued growth and investment in our channel program. With this growth we are looking to fill a critical role in our Channel team. This Datadog team is responsible for developing relationships with system integrators, resellers, and managed service providers in Brazil. As a Senior Partner Manager, you will recruit, develop, and expand our partnerships with a select list of named channel partners. These partnerships are focused on delivering new logos, deal acceleration, deal expansion, and incremental revenue growth for both Datadog and our partners. 

What You’ll Do: 

• Articulate the value of our platform and the market opportunity to partner with Datadog
• Generate partner-sourced net-new sales opportunities 
• Work hand-in-hand with your channel partners, enterprise sales leaders and sellers, to accelerate and expand deals through partner value added activities 
• Identify and recruit new strategic channel partners 
• Enable and activate channel partners through presentations, outbound outreach, in-person engagements, partnership planning, joint selling, and technical enablement
• Quarterback partner engagement across cross-functional teams including sales, marketing, legal, procurement, partner solutions, technical post sales, and others
• Host regular reviews with partners to drive accountability and report on success metrics

Who You Are: 

• Experienced in 7+ years of partner-facing, quota-carrying business development, strategic alliances, or channel sales at cloud services or SaaS organizations
• Proven in driving sales opportunities from partner lead generation to closure, effectively negotiating agreements and building long-lasting partnerships
• Able to quickly comprehend technical concepts and architectural scenarios, and explain them to others verbally and in writing
• Proficiency in managing premier cloud consulting, managed service, and resell partners 
• Willing to travel 30-40% of the time
• Native in Portuguese and professional English language skills

Datadog values people from all walks of life. We understand not everyone will meet all the above qualifications on day one. That's okay. If you’re passionate about technology and want to grow your skills, we encourage you to apply.

Benefits and Growth:

• High income earning opportunities based on self performance
• New hire stock equity (RSU) and employee stock purchase plan (ESPP)
• Continuous professional development, product training, and career pathing 
• Sales training in MEDDIC and Command of the Message 
• Intra-departmental mentor and buddy program for in-house networking 
• An inclusive company culture, opportunity to join our Community Guilds
• Generous global benefits

Benefits and Growth listed above may vary based on the country of your employment and the nature of your employment with Datadog.

#LI-Remote

The salary range for this role is negotiable, the range being $5,000 - $7,500 USD gross per month. 

About Sezzle:

With a mission to financially empower the next generation, Sezzle is revolutionizing the shopping experience beyond payments, blending cutting-edge tech with seamless, interest-free installment plans that make shopping smarter and more accessible. We’re not just transforming payments; we’re redefining how people discover, interact with, and purchase the things they love while driving real impact on merchant sales through increased conversions and higher order values. As we continue to shape the future of fintech and retail, we’re building an innovative, dynamic team passionate about creating more than just a transaction but a truly unique shopping journey. If you’re excited about pushing boundaries in tech and delivering a game-changing experience for consumers and merchants alike, come join us at Sezzle and help create the future of shopping!

About the Role: 

We are seeking a detail-oriented and proactive IT Vendor Management Program Manager to lead the execution of our third-party risk management framework. This role is the backbone of our vendor oversight, ensuring that every partnership—from non-critical services to complex bank integrations—aligns with our high standards for security, compliance, and operational excellence. You will have the authority to manage the vendor lifecycle and ensure our program remains robust under regulatory scrutiny.

Compensation

The compensation range for the role is $5,000 - $7,500 USD GROSS per month as a contractor. Specific compensation offered to a candidate may be dependent on factors such as education, experience, qualifications, and alignment with market data. Exceptional candidates may receive salaries outside of the posted ranges.

What You'll Do:

• Standards & Governance: work cross-functionally with IT, Legal, and Compliance teams to establish and maintain third-party risk standards and governance practices.
• Due Diligence & Monitoring: Conduct comprehensive vendor due diligence and ongoing monitoring activities, including evaluating consumer-impact risk, complaint analysis, and confirming privacy and data protection standards.
• Documentation & Reporting: Manage third-party risk documentation and reporting, including maintaining the vendor and data processor inventory, ensuring timely onboarding and offboarding due diligence, and executing periodic compliance reviews.
• Risk Assessment: Execute day-to-day risk assessments to determine vendor criticality and identify inherent risks in categories such as PII handling, BSA/AML, and credit decisioning.
• Collaboration: Work cross-functionally with Legal to ensure effective contracts are in place and with Information Security to validate the technical safeguards of our third-party partners.
• Issue Escalation: Identify, track, and escalate risk events or performance failures to senior leadership and bank partners through established issue-tracking systems.

What We Look For:

• Experience: 7+ years of professional experience in vendor risk management, procurement, or third-party compliance, preferably within the fintech or regulated financial services industry.
• Regulatory Knowledge: Understanding of third-party risk management lifecycle and regulatory guidance (e.g., PCI-DSS, SOC 2, GLBA, and BSA/AML).
• Execution: Proven track record of managing a high volume of vendor assessments and maintaining a state of "audit-readiness" for bank partners and regulators.
• Education: Bachelor’s degree in Business, Finance, Law, or equivalent practical experience.

About You: 

• You have relentlessly high standards - many people may think your standards are unreasonably high. You are continually raising the bar and driving those around you to deliver great results. You make sure that defects do not get sent down the line and that problems are fixed so they stay fixed.
• You’re not bound by convention - your success—and much of the fun—lies in developing new ways to do things
• You need action - speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk-taking.
• You earn trust - you listen attentively, speak candidly, and treat others respectfully.
• You have backbone; disagree, then commit - you can respectfully challenge decisions when you disagree, even when doing so is uncomfortable or exhausting. You have conviction and are tenacious. You do not compromise for the sake of social cohesion. Once a decision is determined, you commit wholly.

What Makes Working at Sezzle Awesome? 

At Sezzle, we are more than just brilliant engineers, passionate data enthusiasts, out-of-the-box thinkers, and determined innovators. We believe in surrounding ourselves with only the best and the brightest individuals. Our culture is not defined by a certain set of perks designed to give the illusion of the traditional startup culture, but rather, it is the visible example living in every employee that we hire. 

#Li-remote #full-time

WHO WE ARE

The Humane League (THL) is a global nonprofit ending the abuse of animals raised for food. THL fosters a high-energy culture of teamwork and mission-driven problem solving, and we have earned recognition as Top Charity from Animal Charity Evaluators for all of their rating periods. Over the past few years, we’ve grown to a staff of 100+ talented individuals dispersed around the world. At THL, how animals are treated in the food system is at the forefront of our everyday work. We welcome all mission-aligned candidates to apply, no matter where you are in your journey to end the abuse of animals raised for food.

YOUR OPPORTUNITY

At THL, we're dedicated to providing an exceptional employee experience, supporting our team, removing barriers, and equipping our people with the skills, knowledge, and tools needed to achieve our mission and goals. We're seeking someone who shares our vision and commitment to a culture of excellence. 

The Learning & Development Manager will be responsible for designing and delivering THL’s global learning and development strategy and fostering a culture of continuous learning. In this role, you'll design and implement innovative global training programs, career pathways and development plans, assess organizational learning needs, and develop comprehensive solutions that align with our organizational objectives while maximizing employee potential and performance. You will also be the steward of the global performance management and talent development. 

The ideal candidate will combine strategic thinking with hands-on expertise in modern learning methodologies to create engaging, measurable, and impactful development initiatives.You have a deep understanding of how global organizational culture drives performance and morale, with excellent interpersonal and observation skills. You are collaborative, detail-oriented, and an articulate communicator. You have a strong desire to help people make the most of their skills and support them in enhancing those skills or learning new ones. Your work will directly improve the consistency, confidence, and effectiveness of  THL’s people managers globally. This position reports directly to the Director of People – US.

This is a full-time, remote position. We are only able to consider applicants who reside in either the USA, Canada, Ireland, United Kingdom, Austria, Portugal, Ecuador, Peru, Argentina, Brazil, Chile, or Colombia and who possess work authorization in the country in which they reside. To the extent permitted by law, in order to enable collaboration with other global team members, you may be required to work occasional hours outside of 9am - 5pm, depending on your time zone. This position requires domestic and international travel, equivalent to 2 or more trips per year.

This role will be open until filled. New candidates are welcome to apply as long as this job opening is listed on our website. If you are experiencing technical issues, please contact careers@thehumaneleague.org. Please submit applications and all supporting documents in English. All application questions and materials need to be submitted here through the application submission form; we do not accept applications through our careers email.

CORE RESPONSIBILITIES

Learning & Development Strategy

• In partnership with the People Leadership Team, develop and implement a learning and development strategy that is aligned with the organization’s needs and objectives, addresses skill gaps, considers different learning styles and fosters a culture of continuous learning.

• Conduct regular training needs assessments in collaboration with the Directors of People. Build, launch and manage a global and U.S. training calendar, ensuring consistent delivery of manager, leadership, and staff development programming.

• Coordinate with external vendors and training providers to source, evaluate, and manage training programs and resources.

• Consider implementing a Learning Management System (LMS), ensuring its effective use for course enrollment, tracking, reporting, and maintenance of training records.

Performance Management Process (PMP)

• Design, implement, and manage the organization wide performance management system, including annual reviews, goal setting, mid-year check-ins, and ongoing feedback mechanisms.

• Coach and train managers on effective global performance feedback and documentation best practices to ensure fair and consistent application of policies, whilst complying with local labor laws.

• Drive a culture of high performance and continuous development by linking performance outcomes to compensation, recognition, and employee development strategies, in collaboration with the Directors of People.

• Collaborate with the broader people team to bring THLs competency frameworks to life and incorporate them into the performance management process.

• Own and continuously improve the effectiveness of performance management systems, tools and resources to ensure they are meeting the organization's needs, including adoption, completion rates, quality of feedback, and manager consistency

• Administrate the performance management process including determining timelines, providing support and gathering feedback on the PMP.

Compliance

• Ensure that all staff members are assigned and complete any compliance training required by THL and/or specific to their city, state, or country; this includes trainings on discrimination, sexual harassment, and IT security.

• Partner with People Team leadership to embed compliance into organizational practices, ensuring policies and training not only meets requirements but also reinforce THL’s values and culture.

Manager Training

• Create and maintain a management development program to equip new managers or aspiring managers with the skills required.

• Working closely with the Directors of People to provide ongoing training and development opportunities to people managers. Facilitate monthly management meetings to encourage group learning and provide guidance.

• Onboard new managers, organizing training sessions with The Management Center and supplemental monthly training. 

• Create, update, and deliver manager training and resources on People-related topics, performance evaluation, and general professional development.

• Design, develop, and implement a “THL Leadership Academy” to upskill all managers and align leadership practices with THL’s values and leadership persona.

Staff Training

• Design, create, procure, and deliver a variety of engaging learning materials, to suit differing learning styles. Ensure training content is current, effective, and utilizes best-in-class instructional design principles.

• Identify training needs throughout the organization and create comprehensive plans and materials to address them.

• Create, organize, plan, and present various forms of onboarding, orientation, and skills training for employees.

• Oversee the Individual Development Plan (IDP) program; this includes identifying resources, guiding staff and managers in creating IDPs, and providing ongoing support throughout the development process.

Data and Design

• Utilize instructional design methodologies to create structured, interactive training content that caters to diverse learning styles.

• Establish metrics and evaluation methods, including manager effectiveness, employee feedback, training engagement, and performance adoption/utilization to assess the impact and effectiveness of training programs and make data-driven recommendations for continuous improvement.

• Develop and maintain organizational communications and resources on learning and development, leveraging platforms such as THL Home (our intranet), Slack, Google Drive, and newsletters to ensure employees are well-informed about training and development events and opportunities.

• Maintain up-to-date records of training and development activities, attendance, and results.

• Manage the L&D budget, ensuring resources are allocated efficiently to maximize impact.

In addition to the above essential job duties, other duties may be assigned as business needs arise. These may include non-essential, marginal job duties.

REQUIRED SKILLS

• Experience: Proven manager level experience of developing and implementing global learning & development strategies to enhance employee engagement, retention, and performance, including ownership of performance management systems and leadership development programs preferred.

• Collaboration and Interpersonal Skills: Proficient interpersonal skills, with the ability to work effectively across globally distributed teams and cultures, resolve conflicts, and navigate complex stakeholder relationships. Fosters a collaborative environment and actively contributes to a positive and cohesive team culture. 

• Technology and Data Analysis: Experience using HR and training software (HRIS, ATS, LMS, etc.) including implementation, optimization and ownership. Ability to collect, analyze, and interpret data to identify trends, insights, and opportunities for improvement in learning and development initiatives. Extracts insights from complex datasets and provides actionable recommendations. 

• Problem Solving and Decision Making: Ability to identify root causes of complex problems and develop innovative solutions, balancing technical expertise with strategic thinking. Analyzes situations, gathers relevant information, and makes sound decisions regarding learning and development initiatives. Manages crisis situations effectively, leading the execution of crisis response plans. 

• Initiative, Proactivity, and Adaptability: Adaptable and flexible mindset, with the ability to navigate change, uncertainty, and evolving priorities in a dynamic work environment. Proactively identifies issues and seeks opportunities to drive improvement and add value to the organization.

• Verbal and Written Communication: Ability to communicate clearly and persuasively across verbal and written formats, adapting tone and style to different audiences. Facilitates training sessions and delivers engaging and informative presentations, leveraging multimedia tools and effective communication techniques.

• Organization: Excellent time management and prioritization skills, with a high level of attention to detail and the ability to balance multiple simultaneous tasks and projects. Optimizes internal processes by analyzing workflow efficiency and implementing enhancements. Leads initiatives to streamline systems and address process-related issues.

• Strategic Thinking: Strategic mindset, with the ability to think critically, anticipate future trends, and develop long-term plans and initiatives in line with organizational objectives. Supports the development and implementation of strategies and policies, analyzing relevant data and suggesting improvements to enhance effectiveness. 

• Financial Oversight: Ability to manage project budgets, allocating resources effectively to address organizational priorities and objectives. Develops and monitors budget forecasts, prepares detailed financial reports, and ensures alignment with project goals. 

• Global Perspective: Ability to identify and evaluate the global implications of team tasks and projects. Demonstrated experience designing inclusive training programs for diverse, international audiences and aligning with global stakeholders.

Hiring Timeline Details

Once your application has been reviewed, you will be notified via email with further details on the status of your application. If a candidate is moved forward, the interview process will be as follows:

• Phone Interview
• Work Simulation Exercise (completed remotely)
• Interview (via video call)
• Second Interview (via video call)

For full details of our recruitment process please review this document.

Compensation and Benefits

 The annual compensation range for this role is:

• $80,392 - $98,257 for candidates in based in the United States
• $87,876 - $107,071 for candidates in based in Canada
• €53,459 - €65,339 for candidates in based in Ireland
• £43,754 - £53,477 for candidates in based in the United Kingdom
• €58,380 - €71,352 for candidates in based in Austria
• €27,312 - €33,381 for candidates in based in Portugal
• $30,689 - $37,509 for candidates in based in Ecuador
• S/.90,477 - S/.110,584 for candidates in based in Peru
• $40,958,155 -  $50,059,806 for candidates in based in Argentina
• R$112,860 - R$137,941 for candidates in based in Brazil
• CLP $29,484,671 - CLP $44,227,007 for candidates in based in Chile
• COP $71,504,704 -  COP $107,257,056 for candidates in based in Colombia

At The Humane League, we believe in maintaining a fair and nondiscriminatory work environment. As part of our commitment to transparency, we have implemented a job architecture framework, which levels all of our roles according to size and complexity, as well as a compensation step system, which allows us to determine fair salaries for all. We also look at market data for each country that we operate in, to allow us to create specific salary bands per country. This work is time consuming and involves a cost to THL. Therefore, when expanding into a country for the first time, we only undertake this work towards the end of the recruitment process, when we know where our ideal candidate is based. In addition, we have adopted a no negotiation policy for salaries. To determine a job's level, we carefully consider a variety of factors, including a job's size and complexity, required experience, knowledge, and/or skills, internal comparability, and market data. Candidates whose experience places them at step 5 or above of their job level within our compensation structure will be awarded a “Senior” title designation. These practices are aligned with our organizational values and will help us ensure we maintain clear, consistent, and transparent HR processes.

THL offers a unique and competitive benefits package. Each country will be provided with benefits that are applicable and relative to the location they are in. Therefore, your exact benefits package will be shared with you at the time of offer. However, as an idea, some of the benefits that are currently offered to our global team are:

• Unlimited paid time off
• The last Friday of every month off as a THL ‘Public Holiday’ called ‘Mend Your Heart Friday’
• Enhanced sick pay
• Generous bereavement leave
• Generous personal emergency leave 
• Sabbatical leave
• Enhanced parental leave
• Health insurance
• Life insurance
• Retirement contributions
• Internet allowance

For candidates outside the United States, The Humane League will not be your direct employer. The successful candidate will enter an employment agreement with a local Employer of Record with whom The Humane League partners.

Equal Employment Opportunity

THL is an equal opportunity employer. THL does not discriminate on the basis of any legally protected classifications, including but not limited to race, color, age, national origin, ethnicity, religious creed or belief, physical or mental disability, marital or familial status, legally protected medical condition, genetic information, military or veteran status, gender, sexual orientation, citizenship status, or any other status or classification protected by applicable federal, state, or local law. THL is committed to the importance of non-discriminatory practices within the nonprofit sector, as well as all workplace environments, and strongly encourages all interested candidates to apply.

Accommodations

The Humane League is committed to fully supporting all qualified individuals. As part of this commitment, THL provides reasonable accommodations for persons with disabilities in accordance with applicable federal, state, and local laws throughout the hiring process and employment if hired. If a reasonable accommodation is needed, please contact the People team at accommodations@thehumaneleague.org to initiate the interactive process. THL complies with the Americans with Disabilities Act, the Pregnant Workers Fairness Act, Title VII of the Civil Rights Act, and all other applicable state and local laws.

Communications From Greenhouse During Hiring Process

We have occasionally had issues with emails from Greenhouse being captured by spam filters and going to the spam folder. Because we utilize Greenhouse for all notifications regarding your application, please double check your spam folder in case important communications have been routed there.