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 a P5 People Strategy - Strategist you'll be a key individual contributor supporting the development and execution of critical, large-scale strategic initiatives that shape the future of F5's People Strategy and capabilities. You'll operate with autonomy to tackle complex problems, analyze data, and contribute to the end-to-end execution of high-impact projects that help evolve our HR infrastructure and operational excellence across the People domain. This role is ideal for a strategic and analytical thinker eager to apply proven project management and problem-solving skills to drive transformative change within a dynamic environment.
What You Will Do:
Drive Strategic Initiative Execution: Lead the planning, coordination, and execution of complex, cross-functional People Strategy initiatives aligned with F5's strategic priorities. Help scope problems, manage project plans, and drive alignment among diverse stakeholder groups, including HRBPs, Centers of Excellence, and business partners.
Shape HR Infrastructure & HR Operational Excellence: Identify opportunities to improve the effectiveness, efficiency, and scalability of People Strategy operations, processes, and data utilization. Contribute to the design and documentation of operational improvements, standard frameworks, and best practices across various People Strategy domains.
Analyze Data & Define Solutions: Conduct rigorous qualitative and quantitative analysis, synthesize complex information, and develop data-driven insights to support strategic option definition and translate strategies into actionable program designs and operational models.
Navigate Complexity: Operate effectively in a dynamic, fast-paced environment. Prioritize tasks, proactively identify potential risks and roadblocks at a systems level, and contribute to mitigation strategies with guidance from senior leaders.
Apply Methodologies: Utilize knowledge of strategic frameworks, system thinking, and structured project management approaches to ensure solutions are practical and deliver intended outcomes.
Measure Project Impact: Support the tracking and measurement of program effectiveness against defined key metrics and outcomes, assisting in the preparation of reports on project performance that impact strategic business outcomes.
Collaborate & Influence: Serve as a trusted strategic partner, collaborating with HR COE leads, HRBPs, and business leaders to drive project execution and adoption of new strategies and operational models.
Elevate Functional Capability: Actively contribute to the development of the People Strategy function by documenting standards, sharing insights, and assisting with improving team processes and methodologies.
What You Bring:
Typically 8-10+ years of progressive experience in HR Strategy, Organizational Development, or leading strategic projects within a complex corporate or consulting environment.
Proven experience independently supporting or independently leading medium-to-large-scale, cross-functional strategic projects from concept to measured outcome.
Demonstrated analytical and problem-solving skills, with experience translating complex or ambiguous information into clear project plans and solutions.
Solid understanding of strategic HR principles and how various talent components integrate to enable business strategy.
Excellent communication, presentation, and interpersonal skills, with the ability to clearly articulate ideas and drive alignment among diverse stakeholder groups.
Experience identifying systemic challenges within an HR function and contributing to the design of process improvements or framework development.
Bonus Qualifications:
Specific experience or certification in project management methodologies (e.g., PMP).
Experience supporting change management efforts for major organizational or program changes.
Experience with advanced data analysis tools or supporting HR Analytics initiatives.
Consulting experience.
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: $174,400.00 - $261,600.00F5 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 [email protected].
F5 Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about F5 and has not been reviewed or approved by F5.
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Equity Value & Accessibility — Equity grants and an employee stock purchase plan are positioned as meaningful parts of total compensation, with RSUs and a discount ESPP commonly included. Pay packages for many technical roles are considered competitive when equity is taken into account.
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Leave & Time Off Breadth — Paid vacation that increases with tenure, sick time, paid holidays, and paid family leave are prominently featured. Additional programs like volunteer time and periodic wellness long weekends are highlighted as part of the time-off ecosystem.
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Inclusive Benefits Coverage — Health plans include travel support for specific care (such as reproductive and gender‑affirming services) and mental health resources, alongside comprehensive medical, dental, and vision coverage. These elements are presented as part of a broad, inclusive approach to healthcare.
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What We Do
F5 application services ensure that applications are always secure and perform the way they should—in any environment and on any device. F5 (NASDAQ: FFIV) powers applications from development through their entire life cycle, across any multi-cloud environment, so our customers – enterprise businesses, service providers, governments, and consumer brands—can deliver differentiated, high-performing, and secure digital experiences.
