Sr. Director, Global HR Leader Tech

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 leadersincluding Total Rewards Talent Acquisition Leadership Development and People Analyticsyou 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 responsibilities and requirements are subject to change.

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 F5s 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 F5s benefits can be found at the following link: 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 @) or auto email notification from Workday (ending with or @).

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 .