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—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: 

• 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 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: . F5 reserves the right to change or terminate any benefit plan without notice.