Senior Director, Compensation - Oracle Cloud Infrastructure

Oracle Cloud Infrastructure (OCI) is seeking a strategic and collaborative Senior Director of Compensation to lead compensation consulting, strategy, and execution for OCI’s global business, including our rapidly growing data centers.
This leader will serve as the primary compensation advisor to OCI executives and HR leadership, translating business strategy, workforce needs, and evolving technical-talent market conditions into competitive, scalable, and equitable compensation programs. The Senior Director will lead a team of compensation consultants and partner closely with compensation leaders across lines of business and geographies, Compensation Centers of Excellence, HR, Talent Advisory, Finance, Legal, and other key stakeholders.
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: $169,800 to $355,400 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.
As part of Oracle's onboarding process and consistent with applicable law, US-based employees are required to complete identity verification, which involves the collection and processing of their biometric information. Accommodations to this requirement may be granted following an individualized assessment.
Key Responsibilities:
Partnering with the Compensation COE, lead the design, implementation, and governance of compensation strategies and programs that support OCI’s business objectives, talent needs, and growth plans.
Serve as the primary compensation advisor to OCI executives and HR leadership, providing clear, data-driven recommendations on compensation strategy and effective delivery to the OCI business
Serve as a key member of the Global Compensation leadership team, contributing OCI business perspective, best practices, and insights to enterprise compensation strategy and cross-functional initiatives.
Oversee data center compensation design and consulting delivery, collaborating with HR, business leaders and other key stakeholders.
Build strong, collaborative partnerships with compensation leaders across lines of business and geographies to ensure consistent application of global frameworks while tailoring solutions to OCI’s business and talent needs.
Lead annual compensation planning for OCI, including salary, bonus and incentive programs and equity planning
Develop analytics and decision-support tools that enable budget modeling and inform compensation recommendations during annual compensation planning and other global compensation programs.
Partner with OCI Talent Advisory to develop effective, competitive, and fiscally responsible offer strategies for broad-based, critical technical and executive talent
Develop market-informed compensation approaches for highly competitive technical and infrastructure talent, including engineering, data center operations, construction and delivery, product, and other critical cloud-infrastructure roles.
Partner with Key stakeholders to lead initiatives that strengthen attraction, retention, engagement, performance, and cost optimization across OCI’s global workforce.
Partner with Compensation Centers of Excellence and OCI HR Business Partners to evolve OCI’s job architecture and lead change management that enables business growth and organizational effectiveness.
Collaborate with global and regional compensation teams to support organizational transformations, acquisitions or integrations, and other strategic workforce initiatives affecting OCI.
Ensure compensation programs are administered with appropriate governance, controls, compliance, and risk management.
Develop and deliver clear communications, guidance, and training on compensation programs for OCI HR leaders, business leaders, and managers.
Continuously improve compensation consulting processes, tools, analytics, and service delivery to provide an efficient, scalable, and high-quality experience for business leaders, managers, and employees.
Lead, develop, and inspire a high-performing team of compensation consultants, building strong consulting capability, operational rigor, and a culture of continuous improvement.
Prepare and present compensation recommendations, analyses, and insights for executive leadership and other senior governance forums, as needed.
Preferred Qualifications:
12+ years of progressive broad-based compensation or total rewards experience, including significant experience supporting global technology, cloud, infrastructure, or other highly technical workforces.
5+ years of experience leading and developing teams of compensation professionals or highly skilled individual contributors.
Demonstrated experience leading broad-based compensation strategy and programs, including annual compensation planning, market pricing, job architecture, equity, incentive design, and executive-facing consultation.
Proven ability to develop strategy, processes, and delivery plans without an established roadmap in a high-growth, results-driven organization.
Experience advising senior business leaders on complex compensation, workforce, and retention decisions in a high-growth or rapidly changing environment.
Strong understanding of technical-talent markets and the compensation considerations associated with cloud infrastructure, engineering, data center operations, or related fields.
Proven ability to translate complex compensation data into clear recommendations and practical decisions for executive audiences.
Ability to lead effectively and build consensus in a matrixed organization.
Strong financial and analytical skills, with experience assessing compensation investments, headcount costs, and business outcomes.
Demonstrated success leading through influence and building alignment across complex, global, matrixed organizations.
Demonstrated ability to lead complex, cross-functional initiatives and drive change across a global organization.
Excellent communication, influence, and relationship-building skills, with the ability to partner effectively across functions and geographies.
Executive presence and the ability to communicate complex compensation concepts, recommendations, and trade-offs clearly to senior business and HR leaders.
Experience translating enterprise compensation frameworks into practical, business-specific solutions while maintaining consistency with global standards.
Sound judgment, discretion, and a strong commitment to equitable and compliant compensation practices.
Bachelor’s degree or equivalent experience; advanced degree or Certified Compensation Professional (CCP) designation is a plus.
Why This Role Matters
OCI operates in one of the most competitive and dynamic talent markets in technology. This role will help ensure OCI can attract, retain, and reward the talent building and operating the clo