Job DescriptionThe IC4 Senior HR Consultant, Programs is an individual contributor who enables consistent, scalable execution of enterprise people priorities across the organization. Working at the intersection of HR Business Partners, Centers of Excellence, and business needs, this role leads the planning and deployment of complex talent and workforce programs. The consultant translates enterprise priorities into coordinated execution, manager-ready solutions, governance, and insights that accelerate adoption, improve organizational readiness, reduce operational complexity, and increase HR capacity for strategic work.
ResponsibilitiesKey Responsibilities:- Lead the planning, scaled deployment, and continuous improvement of enterprise talent and workforce programs, including performance, compensation, promotions, talent reviews, engagement, and workforce planning priorities.
- Serve as a senior program lead and connective point across HRBPs, COEs, Analytics, HR Services, HRIT, and other partners to align business requirements, roles, dependencies, decisions, and execution across complex initiatives.
- Establish deployment strategy, governance, integrated workbacks, milestones, and success measures; proactively identify risks, resolve dependencies, and drive initiatives from planning through completion.
- Translate workforce and program data into actionable insights that inform workforce scenarios, organizational decisions, resource alignment, readiness, and program improvements; define key measures and use findings to drive continuous improvement.
- Enable managers and HR partners with clear, scalable guidance, tools, communications, and readiness resources that simplify execution and improve adoption.
- Lead the operational deployment of workforce planning initiatives, partnering with HR and functional experts to ensure disciplined, consistent, and compliant execution across the organization.
- Drive change readiness and adoption for complex or sensitive people initiatives by anticipating stakeholder needs, aligning partners, and adapting deployment approaches based on business context and feedback.
- Partner with HRBPs and COEs to translate enterprise program design into business-ready execution, balancing standardization with appropriate portfolio needs and identifying opportunities to simplify and scale.
- Identify and advance opportunities to simplify processes, improve systems readiness, and leverage automation and AI to increase scale, quality, and efficiency.
Required Qualifications:- 10+ years of progressive HR experience, including significant experience leading complex, cross-functional HR programs in large, matrixed, global organizations.
- Demonstrated experience translating enterprise HR priorities into scalable execution across talent, workforce, or organizational programs.
- Advanced stakeholder leadership, change management, facilitation, and executive communication skills, with the ability to influence without direct authority.
- Strong program leadership and judgment, including experience navigating ambiguity, sensitive workforce matters, competing priorities, and complex dependencies.
- Demonstrated experience with workforce planning, organizational data and analytics, and data-driven decision support; experience with job architecture or related workforce frameworks strongly preferred.
- Proven ability to simplify complex processes, build repeatable operating mechanisms, and deliver high-quality outcomes under tight timelines.
- Ability to operate independently in a global environment and travel as required.
Core & Functional Competencies:- Change Agility: Leads through ambiguity and change, builds readiness, and drives adoption across diverse stakeholder groups.
- Collaboration & Influence: Builds strong cross-functional partnerships and aligns stakeholders around shared outcomes, roles, and decisions.
- Communicating for Impact: Distills complex program and workforce information into clear, actionable guidance for leaders, managers, and HR partners.
- Performance Drive & Execution: Creates accountability, removes barriers, and delivers measurable outcomes across complex initiatives.
- Program Leadership: Designs scalable operating plans, governance, workbacks, and measures that enable consistent execution and continuous improvement.
- Workforce Planning & Analytics: Uses workforce data, scenarios, job architecture, and organizational insights to support planning, resource alignment, and workforce actions.
- Functional Acumen & Judgment: Applies broad HR and business expertise to navigate sensitive, complex, and cross-functional people programs with sound judgment.
About the HR Programs Team:HR Programs is the centralized planning and scaled execution team that enables enterprise HR priorities to be delivered consistently and effectively across the organization. Partnering with HRBPs and COEs, the team scales talent and workforce programs, enables managers, coordinates execution, strengthens governance and readiness, and simplifies how HR work gets done to accelerate adoption and create greater capacity for strategic HR work.
QualificationsUS: Hiring Range in USD from: $102,300 to $209,500 per annum. May be eligible for bonus and equity.
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.
Career Level - IC4
