Role Overview

The Redwood Shores Growth & Transformation Leader is the architect, connector, and catalyst for Oracle's most important location investments. This is not a site-operations or coordination role. It is a highly influential senior individual-contributor role that shapes the future of this location—bringing an integrated point of view on talent, business growth, facilities, economics, employee experience, community presence, and local brand.

This leader wakes up every day asking a simple question: “What will make Redwood Shores extraordinary, and what must Oracle do next to realize that potential?” They translate that ambition into clear recommendations, mobilize across the organization to operationalize, and create the conditions for local teams and communities to thrive together.

Disclaimer:

Certain U.S. based or U.S. customer or client-facing roles may be required to comply with applicable requirements, such as immunization/occupational health mandates, and/or drug testing requirements.

Range and benefit information provided in this posting are specific to the stated locations only

US: Hiring Range in USD from $49.18 to $100.72 per hour; from: $102,300 to $209,500 per annum. May be eligible for 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 - IC5

What You Will Own

Shape the location vision and investment thesis

• Define a differentiated multi-year vision for Redwood Shores: its role in as a critical Oracle hub, target talent and capabilities, workplace ambition, local ecosystem, and desired reputation.
• Develop authoritative recommendations on how Oracle should grow, sequence investments, evolve the employee experience, and transform the location over time.
   

Operationalize a workplace that serves our employees, our customers and our neighbors

• Translate business strategy, workforce plans, talent-market dynamics, employee feedback, and location economics into clear requirements and investment priorities for workplace, amenities, services, and employee experience.
• Partner with the Workplace Experience/Design leader, Real Estate and Facilities teams, EHS, and local leaders to ensure workplace and experience strategies support attraction, retention, productivity, belonging, and the broader location-growth plan.
• Evaluate workplace and place-experience investments through a consistent strategic and financial lens, identifying tradeoffs among employee needs, capacity, cost, timing, and long-term location value

 

Orchestrate internal delivery and execution around a shared outcome

• Create one integrated location-growth plan that connects business hiring plans, workforce composition, recruiting strategy, real estate design and capacity, financial investment, employee experience, and community engagement with local (city, community, state) considerations.
• Partner with business and functional leaders to ensure growth plans translate into clear actionable outcomes. That includes HR, Recruiting, Finance, Global Real Estate & Facilities, Business Operations, Communications, Government Affairs, Legal, Security, IT, and other partners.
• Build and maintain forward-looking models that connect business growth and hiring plans, workforce composition, attrition, employee movement, utilization, seat demand, capacity delivery, and financial investment. Develop decision-ready scenarios that make tradeoffs across speed, cost, talent availability, workplace experience, capacity, and risk explicit for senior leadership.
   

Build a powerful local presence

• Work with Government Affairs, Communications, and local leaders to build trusted relationships with civic, educational, business, nonprofit, and innovation-community partners.
• Advance a compelling external narrative for each location—one that credibly reflects Oracle’s investment, opportunity, and long-term commitment to the community.
• Advise on partnerships and programs that strengthen the talent pipeline, local brand, workforce readiness, and community impact.
• Create forums and experiences that help