Lead Oracle Analyst (HCM)

PLEASE NOTE: This position requires permanent U.S. work authorization. Candidates requiring current or future visa sponsorship, including those on OPT, CPT or H1/H4, are not eligible for this role. This role is not open for staffing partners or corp‑to‑corp candidates.
Why WWT?
World Wide Technology (WWT) strives to make a new world happen. WWT's work benefits clients and partners as much as it does its people and community across the globe.
Founded in 1990, WWT brings together strategy, deep technical expertise and world-class partnerships to help public and private sector organizations design, build and scale intelligent AI, digital, cybersecurity, cloud and infrastructure solutions. Through its Advanced Technology Center (ATC)—a collaborative ecosystem featuring state-of-the-art hardware and software—WWT enables clients and partners to conceptualize, test and validate innovative technology and then deploy solutions at scale using its global integration and distribution capabilities.
With more than 14,000 team members and over 60 locations globally, WWT's culture—grounded in core values and leadership philosophies—has been recognized by Fortune® and Great Place to Work for its commitment to innovation, trust and creating a great place to work for all. WWT provides products and services to large enterprise, global service provider and public sector clients in up to 130 countries across six continents. Softchoice, a World Wide Technology company, supports commercial and SMB markets in the U.S. and Canada.
Want to work with highly motivated individuals on high-performance teams? Join WWT today!
What will you be doing?
This position plays a key role in the transition by translating business requirements into system configuration, validating data conversion, and identifying integration risks between legacy processes and the new Oracle environment. This employee will have a strong understanding of Oracle Cloud HCM architecture, HR business processes, and the underlying data structures. There will be regular collaboration with HRIC, architecture, project leadership, and delivery teams, so clear communication and a solid grasp of the transition's priorities and timeline is essential.
RESPONSIBILITIES:
Lead WWT Core Values and Shape best practices.
Technical Design and Development: In collaboration with other leaders, drive integration architecture decisions across the Oracle Cloud HCM conversion ensuring solutions are technically sound and aligned with the transformation's cutover plan. Collaborate with the HR Information Systems team, providing technical solutions, data, integration, and reporting support for their configuration changes, and to coordinate testing and release timing.
Functional/Technical Leadership: Define the target-state Oracle Cloud HCM design—data model and conversion, integrations, Fast Formula standards, and business process fit—for WWT's transition, ensuring the roadmap supports HRIC's long-term systems strategy and the timeline set by IT and HR leadership. Future and continued support of HRIC in platform maintenance and enhancements.
Mentorship and Collaboration: Transfer Oracle Cloud HCM functional and technical knowledge to HRIC's analysts and developers so the capability remains with the WWT team after go-live; partner closely with the HRIC Team Lead on delivery and with HR, Finance, and Payroll on cutover readiness.
Innovation and Problem Solving: Lead resolution of complex data conversion, integration, Fast Formula, and reporting issues surfaced during the HCM transition, anticipating gaps between legacy processes and Oracle Cloud HCM's data model before they reach production.
HRIC Analyst Support: Support the broader set of HR and compensation systems that HRIC owns as an analyst, including troubleshooting production issues, testing and UAT coordination, and release support, applying Oracle expertise to grow the team's overall capability.
Process Improvement: Identify where legacy processes should be redesigned—not just replicated—in Oracle Cloud HCM, to reduce manual work and technical debt carried into the new platform.
Risk Management: Evaluate risk in the data conversion and integration approach—data integrity, payroll continuity, compliance controls around incentive compensation—and ensure the target-state design is scalable, auditable, and applies appropriate reporting security.
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RESPONSIBILITIES:
Lead WWT Core Values and Shape best practices.
Technical Design and Development: In collaboration with other leaders, drive integration architecture decisions across the Oracle Cloud HCM conversion ensuring solutions are technically sound and aligned with the transformation's cutover plan. Collaborate with the HR Information Systems team, providing technical solutions, data, integration, and reporting support for their configuration changes, and to coordinate testing and release timing.
Functional/Technical Leadership: Define the target-state Oracle Cloud HCM design—data model and conversion, integrations, Fast Formula standards, and business process fit—for WWT's transition, ensuring the roadmap supports HRIC's long-term systems strategy and the timeline set by IT and HR leadership. Future and continued support of HRIC in platform maintenance and enhancements.
Mentorship and Collaboration: Transfer Oracle Cloud HCM functional and technical knowledge to HRIC's analysts and developers so the capability remains with the WWT team after go-live; partner closely with the HRIC Team Lead on delivery and with HR, Finance, and Payroll on cutover readiness.
Innovation and Problem Solving: Lead resolution of complex data conversion, integration, Fast Formula, and reporting issues surfaced during the HCM transition, anticipating gaps between legacy processes and Oracle Cloud HCM's data model before they reach production.
HRIC Analyst Support: Support the broader set of HR and compensation systems that HRIC owns as an analyst, including troubleshooting production issues, testing and UAT coordination, and release support, applying Oracle expertise to grow the team's overall capability.
Process Improvement: Identify where legacy processes should be redesigned—not just replicated—in Oracle Cloud HCM, to reduce manual work and technical debt carried into the new platform.
Risk Management: Evaluate risk in the data conversion and integration approach—data integrity, payroll continuity, compliance controls around incentive compensation—and ensure the target-state design is scalable, auditable, and applies appropriate reporting security.
QUALIFICATIONS:
A minimum of 12 years' progressive experience in a related field, including Oracle HCM Cloud technical experience (SQL, BI Publisher, HDL, integrations, and Fast Formulas)
Experience with the following domain areas: including but not limited to: Oracle HCM Cloud (SQL, BI Publisher, HDL, integrations, Fast Formulas), HR/payroll data conversion and integration.
Technical/Vertical/Value Stream skills needed: Oracle Cloud HCM technical development, including SQL, BI Publisher, HCM Data Loader (HDL), integrations, and Fast Formulas; HR/payroll data conversion and integration.
SQL and Data Model: Advanced SQL (PL/SQL a plus) and strong knowledge of the Oracle Cloud HCM database tables and views for reporting, data validation, and troubleshooting.
Integrations: Experience designing and supporting integrations using REST/SOAP web services, HCM Extracts, file-based (SFTP) interfaces, and Oracle Integration Cloud.
Technical Leadership: Ability to lead and guide the Oracle HCM delivery team providing technical direction on Oracle Cloud HCM data conversion, integration, and reporting decisions. Working knowledge of Oracle Cloud HCM APIs, Fast Formulas, and Reporting.
Adaptability: Capability to adapt target-state Oracle Cloud HCM design as data conversion findings, integration constraints, and cutover timelines shift throughout the transition.
Decision-Making: Strong decision-making abilities to evaluate trade-offs between replicating legacy processes and redesigning them in Oracle Cloud HCM, balancing technical feasibility, payroll continuity, and compliance considerations.
Strategic Thinking: Ability to think strategically about Oracle Cloud HCM's long-term fit within WWT's HR, Finance, and Payroll systems landscape, driving integration architecture decisions that outlast the transition itself.
Communication: Excellent written and verbal communication skills to translate Oracle Cloud HCM technical detail for HR, Finance, and Payroll stakeholders, and translate their business requirements into system configuration. Good follow-up skills required, particularly during data conversion validation and cutover.
Self-Motivation: Highly responsible self-starter with a very strong work ethic; expected to proactively drive Oracle Cloud HCM design and integration decisions with little internal precedent to draw on.
Preferred locations: MO, FL, NC, TX, AZ, IL, MA, VA, AL, LA, GA, MN, OH, MI, WI, IA, SC
Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base pay range for this position is $121,800 to $182,700 annually. Actual salary will be based on a variety of factors, including shift, location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for varia

Work arrangement
Yes