P&C Sr. Program Manager, Strategy and Ops (Administrative)
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 F5 People & Culture team is seeking a highly motivated and experienced HR Program Manager to join our dynamic HR Business Partner (HRBP) team. This pivotal role is responsible for seamless delivery of People & Culture products and services, ensuring our programs are effectively implemented and resonate with our employees. You will be at the heart of our business functions, owning the business-level roadmap for critical HR work, including organizational transformation, org design, talent planning, and the management of cyclical programs delivery.
This is a unique opportunity to act as a bridge between HR's strategic initiatives and the day-to-day realities of our business units. You will work closely with HRBPs and business leaders to translate HR strategy into actionable plans that drive tangible results and enhance the employee experience.
Key Responsibilities:
Strategic Planning
Serve as a key operational partner to the Vice President of HR, providing support in strategic planning, goal setting, and the tracking of priorities
In close partnership with HR Business Partners (HRBPs), you will translate the overarching People & Culture strategy into a tailored, business-level roadmap. You will be responsible for developing, maintaining, and executing this plan of actionable initiatives, ensuring it directly supports local business objectives while maintaining clear alignment with the broader strategic P&C roadmap.
Lead the preparation and coordination for key business reviews and leadership meetings, including developing presentations, talking points, and data-driven narratives that articulate the HR strategy and its impact.
Manage and execute special projects and strategic initiatives on behalf of the HR leadership, often requiring cross-functional collaboration and a high degree of discretion.
Program Management & Last Mile Delivery:
Act as a key partner to COEs and serve as the voice of the business on behalf of the HRBP team in the design and build of P&C strategic priorities
Own and manage the end-to-end delivery of HR programs and initiatives within designated business functions.
Act as the primary point of contact for the HRBP team on the implementation of HR programs, ensuring clear communication and seamless employee experience.
Identify and mitigate potential roadblocks to program adoption and success, ensuring the last mile of delivery is effective and impactful.
Organizational Transformation & Design:
Partner with HRBPs and business leaders to support organizational design and transformation initiatives.
Provide program management support for restructuring, workforce planning, and change management activities.
Develop and execute project plans to support the implementation of new organizational structures and processes.
Talent Planning & Cyclical Programs:
Lead the local execution of cyclical HR programs, including performance management, compensation and equity planning, talent reviews, and succession planning.
Partner with our HR Centers of Excellence to ensure programs are tailored and relevant to the specific needs of the business functions.
Stakeholder Management & Collaboration:
Build strong, collaborative relationships with HRBPs, business leaders, and employees at all levels.
Serve as a trusted advisor and a key resource for the business on all matters related to HR program implementation.
Work cross-functionally with People & Culture teams (e.g., Talent Acquisition, Total Rewards, People Strategy & Experience) to ensure a cohesive and integrated approach to HR service delivery
Operational Excellence & Rhythm of the Business:
Drive the operational cadence for the HR Business Partner team, including managing the agenda and facilitation of team meetings, tracking action items, and ensuring follow-through on key decisions.
Continuously identify opportunities to improve the HRBP team's operating efficiency, creating and implementing streamlined processes, templates, and best practices to enhance business impact.
Manage the team's internal knowledge base and communication channels to ensure consistent and clear information flow.
Qualifications:
Experience:
7-10 years of experience in an HR role, with a significant portion dedicated to program or project management.
Proven experience working within or closely with an HR Business Partner team.
Demonstrated success in managing and delivering large-scale HR programs and initiatives (e.g., performance management cycles, compensation planning, organizational change).
Experience with organizational design and transformation work is highly desirable.
Skills:
Exceptional Project & Program Management: The ability to manage multiple, complex projects simultaneously from initiation to completion. Strong organizational skills and attention to detail are a must.
Strategic & Analytical Thinker: The ability to understand the broader business context and translate strategy into actionable plans. Proficient in using data to inform decisions and measure program effectiveness.
Influential Communicator: Excellent written and verbal communication skills, with the ability to effectively engage and influence stakeholders at all levels.1
Collaborative Partner: A strong team player with a proven ability to build relationships and work effectively across functions.
Problem-Solver: A proactive and resourceful individual who can identify challenges and develop creative solutions.
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: $144,712.00 - $217,068.00F5 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 accommodations@f5.com.
