Senior HR Business Partner

F5 Networks•Seattle, WA

About The Position

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. The Senior HR Business Partner (Sr. HRBP) serves as a strategic partner and consultant to executive business leaders and their organizations. As a key driver of F5’s Human First and High-Performance culture, you will influence and execute programs that enhance talent strategies, improve employee experiences, and advance business priorities. This role requires a proactive, strategic mindset, strong business acumen, and the ability to lead through complexity with confidence and agility. Your core responsibility is translating business priorities into a comprehensive, aligned people strategy , driving organizational effectiveness, talent management, and culture. Success requires a balance of deep HR expertise and business acumen, operating effectively in a fast-paced, data-driven environment while maintaining the operational rhythm necessary for organizational health

Requirements

Candidates generally bring 10+ years of progressive Human Resources experience, including 5–7 years in a dedicated HR Business Partner role supporting mid-to-senior level client groups.
Experience supporting Software Engineering and Product organizations, with a deep understanding of technical roles and team structures.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Demonstrated ability to understand complex business models, financial goals, and operational challenges, translating them into people-centric solutions.
Proven ability to build trust, influence without authority, and manage relationships with senior executive stakeholders and cross-functional teams.
Strong analytical and quantitative skills, with proficiency in leveraging HRIS systems and data for strategic decision-making and storytelling.
Proven ability to thrive and make high-judgment decisions in a fast-paced, rigorous, and often ambiguous environment, characteristic of leading global tech companies.

Nice To Haves

Master’s degree in Human Resources or MBA.
HR Professional Certification (e.g., SHRM-SCP or SPHR).
Experience in a large, global, matrixed organization, preferably within the technology or cybersecurity industry.

Responsibilities

Strategic Advisory: Act as a trusted consultant and advisor to senior leaders (VP level) on all talent and organizational matters, including organizational design, workforce planning, and business transformation.
Organizational Design & Health: Partner with leaders to diagnose current and future organizational needs, contributing to the design, structure, and implementation of effective and agile operating models to optimize business performance.
Change Management: Design and lead complex, large-scale change management initiatives (e.g., mergers, reorganizations, new technology adoption), ensuring smooth transitions and positive employee impact.
Data-Driven Insights: Utilize HR metrics, business data, and organizational diagnostics to identify trends, diagnose systemic issues, and propose proactive, data-informed solutions.
Leadership Coaching: Provide high-impact coaching and consultation to senior leaders and managers to enhance their leadership effectiveness and drive a culture of accountability.
Succession Planning & Talent Review: Lead and execute strategic talent management processes, including organizational talent reviews and succession planning, to ensure a robust and diverse talent pipeline for critical roles.
Performance & Capability: Drive the performance management philosophy and mechanisms, advising on complex performance issues and building manager capability.
Complex Employee Relations: Manage and resolve complex employee relations issues, including investigations and performance interventions, partnering with legal counsel as needed.
Operational Execution: Partner with HR Shared Services and Centers of Excellence (COEs) to ensure seamless execution of core HR processes (e.g., performance reviews, compensation cycles, and onboarding). This includes managing a small, essential component of tactical delivery to maintain compliance and organizational rhythm.
Policy & Compliance: Ensure consistent and fair application of HR policies, procedures, and legal requirements across the business unit.