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Washington, United States


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As the global leader in Application Solutions, we're looking for people with a passion for breakthrough ideas to help us stay ahead of the competition.
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Director, Human Resources

Position Summary

The Director, Human Resources partners with Executive Leadership of specific functional area(s) to develop, implement and drive results on key HR initiatives that support business objectives. Ensures global consistency across functional area as appropriate. As an integral member of the Human Resources Leadership team provides overall input to the global people strategy. Directs HR Business Partners and Generalists. 

This position reports to the Sr. Director of Human Resources. Direct reports include HR Business Partners and HR Generalists.

Primary Responsibilities

  • Partner with business leaders to implement people initiatives that cultivates an inclusive community that is empowered to deliver excellence and drive positive business outcomes.
  • Acts as a strategic partner to the functional area(s) leadership team by providing consultative services in evaluating employee resource needs and developing/implementing people programs that drive positive business outcomes. Establishes strategic HR objectives and contributes to global HR initiatives. Links HR programs, services, and initiatives to the company culture, values and business objectives.
  • Drive, influence, advise and support the cultural and people aspect of organizational change, people processes and business improvement initiatives to improve business efficiency.
  • Oversee the implementation and ongoing effectiveness of processes and programs that are built around the entire employee life cycle. This includes strategic alignment, change management, performance and talent management, organizational effectiveness, job design, employee relations, coaching and feedback, succession planning, and M&A support.
  • Embed a performance management culture within the functional area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of results through behaviors aligned with our values and culture.
  • Partner closely with the HR Specialists (COEs) on program development such as talent acquisition, learning and development, compensation, HRIS, and diversity to ensure talent retention and career growth.
  • Partner with leaders to ensure that professional development plans are in place to strengthen individuals expertise resulting in building a talent pipeline.
  • Contribute to the development, and be responsible for the implementation and ongoing effectiveness of HR processes and programs, and continually explore opportunities for improvements in all areas.
  • Assess, manage and problem solve areas of potential risk to the business, i.e., employee retention, turnover, redundancies, terminations and restructuring. Collaborates as necessary with outside counsel on complex matters.
  • Demonstrate knowledge of and partner with corporate risks teams on compliance related issues educating managers and employees on employment and wage/hour laws-both State and Federal.
  • Strengthen the business acumen and analytical knowledge of the HR organization at all levels, increasing our capabilities to make value added recommendations and drive successful change.
  • Maintains current and complete understanding of all federal, state and local laws including Title VII of the Civil Rights Act, ADA, FMLA, ADEA, FLSA and EEO regulations.
  • Responsible for upholding F5’s Business Code of Ethics and for promptly reporting violations of the Code or other company policies.
  • Performs other related duties as assigned.

Knowledge, Skills and Abilities

  • Ability to bring “thought” leadership, creativity and drive organizational change.
  • Ability to provide strategic HR support to business leaders.
  • Demonstrated skill in diagnosing and identifying gaps to resolve organizational challenges.
  • Ability to implement change processes and interventions that support rapid change ensuring they are aligned with the business.
  • Ability to influence and build sustainable relationships with people at every level of the organization
  • Proven ability to deal with conflict.
  • Excellent communication skills; articulate, possessing both credibility and integrity. 
  • Proven ability to manage multiple, complex and global company-wide projects.
  • Highly-effective analytical skills and ability to translate metrics, research, and trends into strategy.
  • Excellent facilitation skills (one-on-one conversations, team sessions and large groups).
  • Proven history of scaling operations through process simplification and automation where feasible.
  • Flexibility to travel (sometimes internationally) when needed.


  • Bachelor Degree in Human Resources or related field required
  • Minimum of 10 years of dynamic experience in progressively responsible leadership roles with broad knowledge and scope in human resource management, preferably in a high-tech environment.
  • In-depth experience in all functional areas of HR including operational and functional planning, strategic leadership, employment law, employee relations and organizational development.
  • Strong business insight; understanding of key global business trends and environment
  • Excellent presentation skills, ability to communicate complex ideas clearly and concisely
  • Creative thinker with ability to build integrated HR solutions to support enterprise goals.
  • Global scope and responsibility with high tech companies is strongly preferred


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. Reasonable accommodation is available for qualified individuals with disabilities, upon request.