Senior HR Functional Strategist

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.

• Drive Strategic Initiative Execution: Lead the planning, coordination, and execution of complex, cross-functional People Strategy initiatives aligned with F5's strategic priorities. Help s cope 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 : O perate eff ectivel y in a dynamic, fast-paced environment. Prioritize tasks, proactively i dentify po tential 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.

• 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…