People Strategy Lead, Director (Personal Services)
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.
About the Role:
People Strategy Lead, Director, you will be a senior individual contributor responsible for identifying, defining, and driving critical, large-scale strategic initiatives that shape the future of F5's People Strategy and capabilities. Operating with significant autonomy, you will tackle ambiguous, complex problems, design innovative solutions, and lead the end-to-end execution of high-impact projects that directly contribute to the evolution of our HR infrastructure and operational excellence across the entire People domain. This role requires a highly strategic and systemic thinker with deep expertise, a proven ability to lead transformative change, and a passion for building the foundational capabilities necessary for F5's success.
What You Will Do:
Drive Strategic Initiatives: Lead the end-to-end planning, and execution of large-scale, complex, cross-functional People Strategy initiatives aligned with F5's strategic transformation imperatives. Scope ambiguous problems, develop structured approaches, and drive alignment across diverse stakeholder groups including HRBPs, Centers of Excellence, Finance, and Senior Business Leaders.
Shape HR Infrastructure & Operational Excellence: Proactively identify systemic opportunities to enhance the effectiveness, efficiency, and scalability of People Strategy operations and underlying infrastructure (processes, data utilization, technology application, governance models). Design, champion, and contribute to the implementation of operational improvements, standard frameworks, and best practices applicable across multiple People Strategy domains.
Define Solutions & Strategies: Synthesize complex information, conduct rigorous qualitative and quantitative analysis, and develop data-driven insights to define strategic options and translate them into actionable, high-impact program designs and operational models.
Navigate Complexity & Autonomy: Operate effectively in a dynamic, fast-paced, and often ambiguous environment. Independently manage competing priorities, identify potential risks and roadblocks at a strategic level, and develop comprehensive mitigation strategies with minimal oversight.
Apply Advanced Methodologies: Leverage deep knowledge of strategic frameworks, system thinking, and structured design approaches (including user-centered principles where applicable) to ensure solutions are robust, practical, and deliver intended outcomes and behaviors.
Measure Strategic Impact: Establish clear connections between initiative design elements and desired strategic business outcomes, defining key metrics and tracking mechanisms to measure program effectiveness and impact on organizational performance.
Influence & Collaborate: Serve as a trusted strategic partner and expert, influencing stakeholders across all levels, including senior leadership, to gain buy-in for strategic recommendations and drive effective adoption of new strategies and operational models. Partner closely with HR COE leads, HRBPs, and business leaders.
Elevate Functional Capability: Actively contribute to building the capabilities of the People Strategy function by developing standards, sharing expertise, potentially mentoring junior colleagues, and improving team processes and methodologies.
What You Bring:
Typically 10-15+ years of progressive experience in HR Strategy, Management Consulting focused on HR/Organizational Transformation, or leading strategic initiatives within a complex corporate environment.
Proven experience independently scoping, designing, and leading large-scale, complex, cross-functional strategic initiatives from concept to successful, measured outcome.
Demonstrated experience identifying systemic operational challenges within an HR function and contributing to the design and implementation of process improvements, framework development, or infrastructure enhancements across multiple HR domains.
Highly developed strategic thinking, analytical, and complex problem-solving skills, with a track record of translating ambiguity into clear plans and solutions.
Exceptional communication, presentation, and interpersonal skills, with advanced ability to influence and drive alignment among senior leaders and diverse stakeholder groups.
Deep understanding of strategic HR principles and how various talent model components integrate to enable business strategy.
Strong systems thinker with the ability to understand and optimize complex organizational and process interdependencies at a functional and enterprise level.
Experience in change management strategy design and execution for major organizational or program changes.
Bonus Qualifications:
Experience defining or implementing HR technology strategy or large-scale HR system improvements.
Experience working in a fast-paced, evolving technology environment.
Consulting experience with a top-tier firm.
Specific expertise in areas like Strategic Workforce Planning, Advanced HR Analytics, or Integrated Talent Management frameworks.
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: $218,768.00 - $328,152.00F5 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 accommodations@f5.com.
