Sr. Manager, HRIS

F5•San Jose, CA

4d•Hybrid

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. Position Summary Lead the functional ownership of Workday across our current footprint (Core HCM, Recruiting, Performance, Compensation). This role owns business process definitions and configuration changes, ensuring Workday is scalable, compliant, and consistent for employees and managers. You’ll partner with Digital EX on platform administration and new module launches, and with the Analytics team as Visier becomes the enterprise people analytics solution. This is a player-coach role with people management responsibility, combining hands-on delivery with team leadership and operating rhythm.

Requirements

10+ years of HRIS / People Systems experience with deep Workday functional expertise (configuration, business processes, reporting, and security concepts).
Experience supporting multiple Workday modules; current scope includes Core HCM, Recruiting, Performance, and Compensation.
Proven track record delivering complex changes end-to-end: requirements → configuration → testing/UAT → launch stabilization.
Strong governance mindset: documentation rigor, controlled change practices, and comfort operating in audit-aware environments.
People leadership experience (or strong readiness) with a hands-on, player-coach approach.
Clear communicator who can turn messy inputs into crisp decisions, tradeoffs, and execution plans.

Responsibilities

Own Workday configuration changes and business process design across Core HCM, Recruiting, Performance, and Compensation.
Translate program needs into clear requirements and scalable configuration; reduce exceptions and manual work.
Run intake and prioritization for Workday enhancements; maintain a focused backlog tied to P&C priorities.
Establish and maintain configuration/change discipline (documentation, approvals, testing evidence, release readiness).
Own process change evidence and reporting for compliance/SOX-related needs tied to P&C process changes.
Lead functional testing strategy and coordinate UAT with process owners; validate outcomes post-release.
Partner with Digital EX on release coordination and new module launches (requirements, testing, change readiness, adoption).
Enable operational reporting that needs to live in Workday; partner with Analytics on broader reporting strategy and alignment with Visier.
Manage HRIS team members (player-coach): build capability across modules, set delivery standards, and develop team performance.
Improve day-to-day reliability by driving root-cause fixes for recurring issues and strengthening self-service/knowledge.