Job DescriptionPrincipal HR Business Partner - Fusion AI ResetFusion's AI Reset requires a senior HR Business Partner to help leaders navigate significant organizational change while sustaining strong day-to-day HR execution. This role will serve as a strategic advisor to business leaders, connecting people decisions to business outcomes and enabling the organization to execute its transformation effectively.
The successful candidate will bring deep expertise in organizational transformation, leadership coaching, and data-driven HR strategy. They will balance strategic advisory support with the increased transactional HR demands that accompany periods of change, helping leaders mitigate organizational risk, maintain employee engagement, and sustain momentum toward AI Reset objectives.
As a Principal HR Business Partner, you will partner with business leadership teams to identify needs and lead people initiatives that develop high-performing organizations aligned with business strategy. You will engage in daily HR activities including data reporting and analytics, employee relations, performance management, organizational development, employee engagement, change management, and strategic initiatives.
To support these client groups, the preferred geography is one of our West Coast (Seattle, Redwood Shores, Los Angeles) or Colorado locations, or candidates in Pacific or Mountain time zones.
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ResponsibilitiesRESPONSIBILITIES:- Serve as a trusted strategic advisor and coach to senior business leaders, helping them navigate organizational transformation, complex people decisions, and evolving business priorities.
- Partner with Fusion leadership to develop and execute people strategies that enable AI Reset objectives, organizational effectiveness, and sustainable business performance.
- Lead and support organizational design, workforce planning, change management, talent assessment, and succession-planning efforts during periods of significant transformation.
- Collaborate with business leadership and the broader HR team to implement HR plans and solutions that achieve business initiatives and deliver measurable results.
- Translate workforce data, business trends, and employee insights into compelling stories, practical recommendations, and creative solutions that address business needs.
- Use data and analytics to identify organizational risks, monitor transformation progress, assess talent needs, and guide leadership decisions.
- Provide executive-level coaching on leadership effectiveness, team dynamics, performance management, and change leadership.
- Build a detailed understanding of the organization's culture, inclusion needs, and employee experience; develop solutions that strengthen inclusion, engagement, and organizational health.
- Balance strategic HR partnership with responsive day-to-day execution, including employee relations, performance concerns, talent movement, and other transactional HR needs that arise during transformation.
- Partner with management to support and execute HR initiatives that cultivate growth, innovation, accountability, and organizational efficiency. Implement programs, processes, and tools that set managers and employees up for success.
- Support HR Strategic Partners, OTD, and organization leaders in facilitating leadership development, manager capability building, and employee engagement initiatives.
- Assist in company-wide compensation program administration and partner with leaders on compensation-related decisions.
- Collaborate across HR centers of excellence and global stakeholders to ensure coordinated, scalable, and compliant people solutions.
- Perform other responsibilities as appropriate, including supporting and implementing initiatives across U.S. and global locations.
PREFERRED QUALIFICATIONS:- Preference for Bay Area location to enable in-person partnership with executives.
- 12+ years of progressive HR-related experience, including significant experience as a strategic HR Business Partner supporting senior leaders.
- Demonstrated expertise leading organizational transformation, change management, organizational design, workforce planning, and leadership coaching.
- Proven ability to connect people strategy and organizational decisions to measurable business outcomes.
- Strong HR consulting, influencing, and executive presence skills; comfortable coaching executives through complex and sensitive HR issues.
- Ability to operate effectively in a fast-paced, evolving environment with minimal oversight, multiple priorities, and changing business needs.
- Strong analytical and storytelling skills, with the ability to turn complex data into clear, actionable business recommendations.
- Deep experience managing employee relations, performance management, talent development, and organizational effectiveness initiatives.
- Strong project and program management skills, including experience supporting, executing, and sustaining enterprise HR programs.
- Experience with HRIS/HCM systems and advanced proficiency with Microsoft Office, including Outlook, Word, Excel, and PowerPoint.
- Excellent verbal, written, presentation, and stakeholder-management skills.
- Bachelor's degree preferred.
- Preference will be given to candidates in Pacific or Mountain time zones with the ability to commute to an office in that location.
QualificationsUS: Hiring Range in USD from: $114,600 to $234,600 per annum. May be eligible for bonus, equity, and compensation deferral.
Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business.
Candidates are typically placed into the range based on the preceding factors as well as internal peer equity.
Oracle US offers a comprehensive benefits package which includes the following:
1. Medical, dental, and vision insurance, including expert medical opinion
2. Short term disability and long term disability
3. Life insurance and AD&D
4. Supplemental life insurance (Employee/Spouse/Child)
5. Health care and dependent care Flexible Spending Accounts
6. Pre-tax commuter and parking benefits
7. 401(k) Savings and Investment Plan with company match
8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
9. 11 paid holidays
10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
11. Paid parental leave
12. Adoption assistance
13. Employee Stock Purchase Plan
14. Financial planning and group legal
15. Voluntary benefits including auto, homeowner and pet insurance
The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.
