Sr. Director, Global HR Leader

F5 Networks, Inc; Seattle (WA); On-site; USD 231,000 - 347,000; Full time

Benefits offered by this job

Incentive compensation

Bonus

Restricted stock units

Benefits

Job summary

F5 Networks, Inc is seeking a Senior Director, Global HR for Strategy & Operations. This role serves as the primary people strategist to two C-Suite executives, translating macro business visions into agile organizational designs and workforce strategies that accelerate performance.

You will lead a global HRBP team, partner with Centers of Excellence, and shape executive succession and leadership development while driving measurable business impact across markets.

Qualifications

• Strategic advisory experience to operational leaders
• HR leadership in large, complex organizations
• Designing agile operating models
• Leadership development and succession planning
• Data-driven workforce planning and analytics

Responsibilities

• Serve as trusted strategic advisor to two C-Suite leaders; translate business plans into scalable operating models.
• Lead a global HRBP team and partner with Centers of Excellence to implement enterprise talent programs.
• Co-design enterprise frameworks with Total Rewards, Talent Acquisition, Leadership Development, and People Analytics.
• Oversee executive succession planning and leadership differentiation aligned with business impact.
• Drive cultural alignment and transformational change across global operations.

Job description

At F5, we strive to bring a better digital world to life. Our teams empower organizations across the globe to create, secure, and run applications that enhance how we experience our evolving digital world. We are passionate about cybersecurity, from protecting consumers from fraud to enabling companies to focus on innovation.

Everything we do centers around people. That means we obsess over how to make the lives of our customers, and their customers, better. And it means we prioritize a diverse F5 community where each individual can thrive.

As the Senior Director, Global HR for Strategy & Operations, you are not stepping into a conventional HR management role; you are taking a seat as the primary people strategist and operational co-pilot to two C-Suite executives. You will translate macro-level business visions into agile organizational designs, high-impact workforce strategies, and enduring leadership capability. Leading a dedicated global cadre of functional HR Business Partners and acting as a vital bridge to our Centers of Excellence (CoEs), you will build an integrated talent ecosystem that drives measurable business performance across global markets.

Core Dimensions of Impact:

Strategic Pillar, The Narrative & Leadership Mandate

• C-Suite Advisory & Organizational Architecture: You serve as the trusted strategic advisor and sounding board to two C-Suite leaders. Beyond managing human capital operations, you partner directly with these executives to stress-test business plans, diagnose structural bottlenecks, anticipate leadership gaps, and architect scalable operating models that accelerate business outcomes.
• Leading a High-Impact Global HRBP Team: You lead, elevate, and inspire the functional HRBPs embedded across your executive leaders' global organizations. By championing high standards of business acumen, diagnostic consulting, and proactive talent strategy, you transform the HRBP function from responsive problem-solvers into indispensable commercial advisors.
• Co-Designing the Future with Centers of Excellence: Enterprise programs succeed only when grounded in operational realities. Partnering as an equal co-creator alongside CoE leaders—including Total Rewards, Talent Acquisition, Leadership Development, and People Analytics—you ensure enterprise-wide frameworks are tailored to functional needs while preserving consistency across the company.
• Executive Succession & Leadership Differentiation: You orchestrate executive performance calibrations, succession planning, and senior leadership development. You establish a culture of objective differentiation, aligning rewards and growth opportunities with top-tier business impact and strategic leadership behaviors.

Required Experience: Supporting Strategy & Operations

• Strategic Advisory Across Business Units: Proven experience as a strategic partner and advisor to operational leaders, ensuring organizational strategies are aligned with operational demands, growth priorities, and business imperatives.
• HR Leadership in Complex Environments: Extensive HR experience supporting strategy and operations roles in large-scale, complex organizations, with an emphasis on aligning talent initiatives to business operations and regional priorities.
• Designing Agile Operating Models: Demonstrated expertise in driving enterprise agility by architecting organizational frameworks that balance scalability with operational nuance at both the global and local levels.
• Building Leadership Capability in Operational Teams: Experience in developing succession plans and leadership pipelines tailored to operational disciplines, ensuring technical and managerial leaders are equipped to scale the business efficiently.
• Metrics-Driven Decision Making: Deep experience integrating operational data with people analytics to inform talent strategies, performance metrics, and workforce planning, driving measurable improvements in operational outcomes.
• Collaboration Across CoEs for Operational Excellence: Proven ability to partner effectively with Centers of Excellence, ensuring total rewards, talent acquisition, and leadership programs directly support operational and execution-focused functional areas.
• Driving Cultural Alignment Across Operations: Demonstrated experience in fostering a unifying culture across diverse operational teams, focusing on engagement, inclusion, and alignment with overall business mandates.
• Transformational Change Leadership: Expertise in leading organizational transformation initiatives, particularly in fast-changing environments requiring innovative approaches to talent management and operational efficiency.

The Job Description is intended to be a general representation of the responsibilities and requirements of the job. However, the description may not be all-inclusive, and responsibilities and requirements are subject to change.

The annual base pay for this position is: $231,400.00 - $347,200.00

F5 maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, geographic locations, and market conditions, as well as to reflect F5's differing products, industries, and lines of business. The pay range referenced is as of the time of the job posting and is subject to change.

You may also be offered incentive compensation, bonus, restricted stock units, and benefits. More details about F5's benefits can be found at the following link: https://www.f5.com/company/careers/benefits. F5 reserves the right to change or terminate any benefit plan without notice.

Please note that F5 only contacts candidates through F5 email address (ending with @f5.com) or auto email notification from Workday (ending with f5.com or @myworkday.com).

Equal Employment Opportunity

It is the policy of F5 to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, color, national origin, sex, sexual orientation, gender identity or expression, age, sensory, physical, or mental disability, marital status, veteran or military status, genetic information, or any other classification protected by applicable local, state, or federal laws. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination. F5 offers a variety of reasonable accommodations for candidates. Requesting an accommodation is completely voluntary. F5 will assess the need for accommodations in the application process separately from those that may be needed to perform the job. Request by contacting [e-mail].