Sr. Director, Global HR Leader - Tech

ffive; Seattle (WA); On-site; USD 230,000 - 310,000; Full time

Job summary

F5 seeks a Senior Director, Global HR Business Partnering to lead a global HRBP team and partner with two C‑Suite executives. You will translate macro visions into agile organizational designs, high‑impact workforce strategies, and enduring leadership capability across global markets.

You will also drive executive succession, leadership development, and cross‑CoE collaboration to ensure enterprise frameworks meet technical needs while delivering measurable business outcomes in a digital‑first

Qualifications

• Strategic partner to C-suite leaders in technology‑driven organizations.
• Experience leading HRBP teams supporting tech divisions with talent challenges.
• Expert in architecting scalable, agile organizational structures for tech teams.

Responsibilities

• Act as trusted strategic advisor to two C‑Suite leaders and stress‑test business plans.
• Architect scalable operating models and lead a high‑impact global HRBP team.
• Co‑design enterprise programs with Centers of Excellence (Total Rewards, Talent Acquisition, Leadership Development, People Analytics).
• Drive executive succession planning and leadership development aligned with business goals.
• Collaborate across technology CoEs to tailor programs for tech functions.

Skills

Strategic advisory

HRBP leadership

Organizational design

Technology focus

Change management

People analytics

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 Business Partnering, 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‑in‑cluding 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:

• Strategic Advisory in Technology Domains : Proven experience as a strategic partner and advisor within technology‑driven organizations. Must have a deep understanding of technology ecosystems, emerging trends, and the ability to align talent strategies with rapidly evolving technical priorities.
• HR Business Partnering in Tech Functions : Significant experience leading HRBP teams supporting technology‑focused divisions or organizations, with a strong emphasis on identifying and addressing challenges unique to tech roles, such as skill shortages, retention in competitive markets, and leadership development for technical talent.
• Organizational Design for Technology Teams : Demonstrated expertise in architecting scalable, agile organizational structures tailored for technology teams, including software development, infrastructure, engineering, and cross‑functional product teams.
• Building Leadership Capability in Tech Environments : Experience in developing executive succession plans and leadership pipelines specifically targeted at technical leaders, ensuring future‑ready capabilities to lead in a digital‑first environment.
• Collaboration Across Technology CoEs : Proven ability to act as a bridge between HR Centers of Excellence and technology organizations to co‑design global programs (e.g., People Analytics, Total Rewards, and Talent Acquisition) that cater to the unique operational realities of tech functions.
• Performance Metrics for Technology‑Focused Roles : Experience implementing objective performance calibration systems for technology teams, balancing productivity metrics, innovation impact, and cultural alignment.
• Experience Driving Culture in Tech : Practical knowledge of fostering a culture of innovation, collaborative problem‑solving, and continuous technical learning across geographically distributed teams, ensuring alignment with strategic business objectives.
• Change Management in Technology Organizations : Expertise in leading large‑scale transformation or change management initiatives, particularly within fast‑paced technology environments.

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 r