Senior Program Manager, People & Culture (Project Management)
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 strategic and results-driven Program Manager to join our dynamic team. This pivotal role will ensure the seamless delivery of People & Culture products and services, while acting as the strategic engine behind the HR Business Partner and Market Business Partner Functions or COEs. You will own the business-level roadmap for critical HR work—driving business transformation, organizational design, talent planning, and the effective delivery of enterprise-wide people programs. You will be a part of a global program management community of practice contributing to enterprise-wide consistency, change management and communication.
This is a unique opportunity to combine the rigor of management consulting with the impact of HR leadership. You will work closely with HR Functional and Market Business Partners, Centers of Excellence, and business leaders to translate strategy into execution, turning data and insights into compelling narratives that shape decisions and accelerate F5's transformation.
Key Responsibilities:
Strategic Planning & Business Impact
Serve as a trusted strategic advisor to the Vice President of P&C, supporting planning, goal setting, and execution against business priorities.
In partnership with BPs, translate F5's People Strategy, People Promise, and Missions into a tailored, business-level roadmap of actionable initiatives, ensuring alignment with both business objectives and the broader People & Culture strategy.
Develop executive-ready presentations and data-driven narratives that clearly articulate the People strategy, progress, and business impact.
Lead preparation for business reviews and leadership meetings, ensuring clarity, rigor, and alignment across stakeholders.
Strategic Program Management & Last-Mile Delivery
Act as the bridge between the People Strategy and execution—owning the end-to-end delivery of HR programs within designated business functions.
Partner with COEs to ensure program design reflects the voice of the business, while ensuring adoption and impact at the last mile of delivery.
Proactively identify risks and roadblocks, implementing solutions to drive program success and employee experience.
Organizational Transformation & Design
Support organizational design and transformation initiatives, bringing program management rigor to restructuring, workforce planning, and change management activities.
Develop and manage project plans that enable new structures and processes to take root effectively.
Talent Planning & Cyclical Programs
Drive the execution of cyclical HR programs (e.g., performance management, compensation and equity, talent reviews, succession planning) at the business level.
Partner with COEs to ensure programs are data-informed, relevant, and connected to business needs.
Stakeholder Management & Storytelling
Build strong, trusted relationships with HRBPs, leaders, and employees at all levels.
Use data and analytics to create compelling insights and tell stories that influence decisions and inspire action.
Develop clear, visually engaging presentations and communications to support leaders and teams.
Operational Excellence & Rhythm of the Business
Drive the operating rhythm for the HRBP team—setting agendas, tracking priorities, and ensuring accountability on decisions.
Continuously improve efficiency by creating scalable processes, templates, and playbooks that enhance impact.
Manage team knowledge-sharing and communication channels to ensure clarity and consistency.
Qualifications:
7–10 years of experience in management consulting, strategic program management, or HR, with demonstrated ability to operate in complex, fast-paced environments.
Proven success managing large-scale HR or business programs, including performance cycles, compensation planning, organizational transformation, or workforce planning.
Experience program managing complex initiatives driving execution and collaboration across teams.
Skills
Exceptional Program Management: Ability to manage multiple complex projects end-to-end, with precision and accountability.
Consulting Rigor & Strategic Thinking: Able to see the big picture, connect strategy to execution, and advise leaders with data-driven insights.
Analytical & Data-Savvy: Proficiency in using data to generate insights, measure program effectiveness, and influence decisions.
Storytelling & Communication: Skilled in developing executive-level narratives and visually compelling slide decks that simplify complexity and inspire confidence.
Collaboration & Influence: Strong relationship builder who can engage and influence stakeholders at all levels.
Problem-Solving & Agility: Resourceful, proactive, and creative in finding solutions and driving outcomes.
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: $123,200.00 - $184,800.00F5 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.
