Join the Oracle F&A HR team at a pivotal time of transformation and growth. As we modernize our HR operating model to support the continued transformation of the business, we are seeking a dynamic and strategic Principal HR Business Partner to partner closely with executive leadership and shape people strategies that drive business performance.

In this role, your focus will be on making the complex simple—helping leaders design effective organizations, build and grow critical talent, and lead change with clarity and speed. You will translate business insights and workforce data into actionable organizational and talent strategies that enable high-performing teams and strengthen Oracle’s culture.

As a Principal HR Business Partner for F&A, you will develop multi-year organizational and talent strategies, lead organizational change, and drive local and global initiatives that deliver impact at scale. You will partner with executives and senior leaders to execute annual talent and people plans, identify organizational priorities, and create the conditions for employees to do their best work in service of our customers.

Reporting to the Senior HR Director, you will serve as a trusted advisor and business accelerator, bringing strong business acumen, data-driven insights, change leadership, and HR expertise to help shape the continued growth and evolution of one of Oracle’s fastest-growing businesses.

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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: $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.

Career Level - IC5

RESPONSIBILITIES:

• Serve as a trusted strategic advisor to executive leadership teams, building strong, proactive, and collaborative relationships while applying deep knowledge of the business, culture, and industry to shape people and organizational priorities.
• Develop and execute a comprehensive people strategy, in partnership with HR Centers of Excellence and business leaders, to strengthen organizational health, elevate culture, enhance employee engagement, and enable business growth.
• Drive multi-year organizational and talent strategies, including workforce and organization design, leadership and talent planning, and organizational change initiatives that deliver impact at scale.
• Build leadership capability by advising and coaching executives and leadership teams, strengthening decision-making, accountability, and ownership while driving meaningful behavioral and organizational change.
• Partner with business leaders to design agile, high-performing organizations and create the conditions for employees to perform at their best.
• Lead the adoption of AI-enabled HR solutions and data-driven practices to modernize HR processes, automate workflows, generate actionable insights, and improve decision-making.
• Partner closely with regional HR teams to ensure consistent execution of global people strategies while adapting approaches to local business needs, regulations, and cultural nuances.
• Build strong cross-functional relationships across HR, business units, and key partners to identify synergies, connect priorities, and leverage opportunities across the broader organization.
• Navigate high levels of complexity and ambiguity, influencing across organizational boundaries to resolve complex business and people challenges and secure alignment on critical change initiatives.

CANDIDATE PROFILE:

• 12+ years of progressive Human Resources experience in a strategic business partnering capacity, with demonstrated expertise in workforce planning, organizational design and effectiveness, talent strategy, executive engagement, and leading through significant organizational change.
• Strong business acumen with the ability to quickly understand business strategy, operating models, and organizational dynamics and translate them into people and talent strategies that drive measurable business outcomes.
• Demonstrated experience developing and executing multi-year organizational and talent strategies that establish clear priorities, strengthen organizational capability, and ensure the right talent is positioned to support current and future business needs.
• Strong analytical and data fluency, with demonstrated ability to interpret complex workforce data, identify meaningful insights and trends, and translate findings into compelling recommendations that influence executive decision-making.
• Demonstrated ability to assess and strengthen executive and leadership team effectiveness, providing coaching, challenge, and counsel with courage, candor, and sound judgment.
• Proven change leadership capability, including diagnosing organizational challenges, building stakeholder alignment, navigating resistance, and strengthening change capability within leaders and teams.
• Demonstrated track record of building trust, credibility, and influence with executives, business leaders, HR partners, and stakeholders across all levels of a complex organization.
• Proven ability to operate independently and with a high degree of ownership, judgment, and resourcefulness while collaborating effectively across teams and organizational boundaries.
• Demonstrated career progression through increasing levels of scope, complexity, and business impact within large, global, matrixed organizations.
• Ability to leverage HR technology, analytics tools, and AI-enabled solutions to generate insights, improve decision-making, and increase the effectiveness and scale of HR practices.
• Ability to successfully navigate ambiguity and competing priorities, balancing long-term strategic objectives with near-term business needs in a fast-paced, rapidly changing environment.
• Exceptional executive presence, influencing, interpersonal, verbal, and written communication skills.
• Experience supporting global technology organizations and influencing leaders and teams in highly technical, rapidly evolving environments strongly preferred.
• Ability to travel as required.