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 [redacted].com) or auto email notification from Workday (ending with f5.com or