Recruitment Snr Manager-HR

Are you looking to make an impact at a truly global level? If so, the Oracle Cloud Infrastructure Talent Acquisition Team has an exciting opportunity for you to use your strong industry knowledge and talent acquisition expertise to help OCI deliver for the future.  Oracle’s Cloud Infrastructure team is building new Infrastructure-as-a-Service technologies that operate at scale in a broadly distributed multi-tenant cloud environment. Our customers run their businesses on our cloud, and our mission is to provide them with best-in-class compute, storage, networking, database, security, and an ever-expanding set of foundational cloud services. These are exciting times – cloud technologies traditionally draw the brightest talent in the technology industry. OCI is growing quickly, we continue to operate with a start-up mentality and we’re working on industry changing new initiatives. 

At Oracle, you can still have a significant impact on our strategic and technical direction. We are looking for a Senior Manager that has deep industry expertise coupled with strong experience with collaborating with Executive Leadership, Global Engineering, HR, Finance, and Global Talent Acquisition teams. 

You will lead and empower a team of Recruiters to drive the development and implementation of innovative, and impactful recruiting strategies. You will contribute to a more efficient talent acquisition function.  OCI’s culture is to Earn Trust and Give Trust to our Customers while we Take Risks and Remain Calm if we fail. We are not afraid of Innovation while we Nail the Basics. Our team strives to have diverse thought and believe that different opinions empower our work. As a Director at OCI Talent Acquisition you will inspire, lead and drive the development and implementation of innovative and impactful recruiting strategies across engineering.

Career Level – M3

Stakeholder/Client Engagement –

• Partners with the business to develop and implement long-term strategies, guide the development of hiring plans and consult business groups on long-term, cross-organization strategies focused on critical and/ or leadership talent gaps
• Delivers market intelligence to internal clients, influencing hiring strategy and planning. Understands a rapidly changing market and business trends impacting talent strategy
• Represents OCI Talent Acquisition strategy through stakeholder engagement with senior HR leaders, finance, business operation leaders and other operational stakeholders

Data Analysis and Delivery Planning -

• Analyzes, develops and presents data and reporting to senior level business management concerning hiring trends and headcount forecast
• Develops and implements recruiting plans by establishing demand-planning mechanisms to ensure on time delivery, while minimizing cost per hire
• Ensures consistent corporate image in partnership with Employer Branding team, conveying a compelling employee value proposition reflective of OCI Values

Tools, Process Improvement and Operational Excellence -

• Manages contractual relationships with external vendors
• Drives efforts to maximize our investment in recruitment technology and adoption of tools, influences future roadmap for recruiting systems and processes that drive efficiency
• Drives world class candidate experience as a tenet for process improvement
• Identifies candidate assessment frameworks, and champions assessment improvement and consistency

People Management

• Manages through a team of managers, interfacing with partners in other regions to provide a global view for business leaders.
• Responsible for ongoing career development, performance management and retention of the team

Qualifications:

• 7+ years progressive experience in talent acquisition
• 3 years’ experience leading a recruitment team in a large complex global organization
• 2+ years’ experience partnering with and influencing at the VP level
• Functional recruiting expertise and broad company knowledge, with measurable success hiring engineering professionals
• Strong written and verbal communication skills
• Inclusive people leadership skills
• Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions
• Knowledge of Legal and Regulatory Requirements - rules, regulations, sanctions and other statutory requirements, guidelines, and instructions relating to governing bodies and organizations, both internally and externally
• Change management acumen – demonstrated experience identifying and leading change and building this capability in others
• Ability to systematically gather information from a variety of source