IT Solutions Lead, Oracle HCM Core HR

Job Title: IT Solutions Lead, Oracle HCM Core HR

Department: Information Technology

Reports to: Oracle HCM Platform Manager

Position Summary

The IT Solutions Lead for Oracle HCM Core HR is a lead solutions analyst and the organization’s functional expert for the Oracle Fusion HCM capabilities that enable the full recruit-to-retire employee lifecycle— Core Human Resources (HR), Absence Management, Recruiting, Onboarding, and Compensation. Reporting to the Oracle HCM Platform Manager, the role serves as a strategic liaison between HR, Talent Acquisition, Learning and Development, Compensation, Payroll, Finance, Operations, and IT teams.

This role is expected to drive the adoption, optimization, and strategic evolution of our HR business processes and the Oracle HCM platform — identifying opportunities to modernize, automate, and reimagine the candidate, employee, and manager experience, including through AI-enabled capabilities.

The successful candidate will combine expert, hands-on knowledge of Oracle Fusion HCM functionality and configuration with business analysis, solution design, configuration, testing, and data skills, and will understand how work structures, person and employment records, absences and leave, recruiting, onboarding, compensation, security, integrations, and downstream payroll and reporting processes work together across U.S. and international business units.

While the position resides within IT, success requires equal fluency in HR operations and technology — the ability to translate business and HR requirements into scalable Oracle solutions, and to challenge the status quo rather than simply maintain it.

Key Responsibilities

Oracle HCM Functional Ownership & Business Partnership

• Serve as the lead solutions analyst and functional subject-matter expert for Oracle HCM Core HR, Absence Management, Recruiting, Onboarding/Journeys, and Compensation; maintain deep, current expertise in product functionality, configuration options, and leading practices, leveraging delivered capabilities before custom solutions.

• Partner with HR, Talent Acquisition, Compensation, Benefits, Payroll, Operations, and technical teams to understand business priorities, processes, challenges, and opportunities.

• Advise stakeholders on Oracle capabilities, leading practices, and process design; maintain functional roadmaps and enhancement priorities for assigned modules aligned with business priorities and the HCM roadmap.

• Evaluate the downstream impact of configuration and process changes on payroll, time and absence, benefits, reporting, compliance, and integrations; partner closely with the IT Solutions Analyst, Workforce Time & Payroll, who supports downstream time and pay processing, on pay-impacting changes.

• Support Oracle HCM processes for U.S. and international business units in Canada, the United Kingdom, Ireland, Germany, and the Netherlands, accounting for country-specific legislative, data, and process requirements.

• Provide functional leadership, guidance, and oversight to analysts, consultants, and implementation partners working within assigned modules.

Module Responsibilities

• Core HR: Work structures (legal entities, business units, departments, jobs, positions, grades, and locations), person and employment records, country-specific legislative data, HR transactions such as hires, transfers, promotions, and terminations, approval workflows, and employee and manager self-service.

• Absence Management: Own Absence Management configuration, including absence types, plans, eligibility, accruals, and entitlements; leave policies, including FMLA, U.S. state and local leave, and statutory leave for international business units; integration with time and payroll.

• Recruiting: Requisitions, career sites, candidate experience, hiring workflows, and offers; integrations with job boards, assessment, and background screening providers.

• Onboarding/Journeys: Onboarding, transfer, and offboarding journeys, including tasks, documents, and new-hire compliance activities such as I-9 and E-Verify in the U.S. and right-to-work requirements in international business units.

• Compensation: Salary structures, salary basis, individual compensation, and workforce compensation cycles (merit, bonus, and equity), including budgets, worksheets, and approvals.

Innovation & HCM Platform Advancement

• In partnership with HR, IT leadership, and other key stakeholders, drive adoption, optimization, and strategic evolution of Oracle Fusion HCM capabilities; develop business cases and lead continuous improvement initiatives from concept through implementation.

• Evaluate emerging Oracle AI capabilities across Core HR, Absence Management, Recruiting, Onboarding, and Compensation; recommend high-value use cases and support responsible pilots and implementation of approved AI-enabled functionality.

Business Analysis & Solution Delivery

• Lead requirements gathering, current-state/future-state process analysis, and solution design discussions; translate business needs into scalable Oracle HCM solutions aligned with platform standards.

• Develop or oversee functional specifications, process flows, user stories, acceptance criteria, and supporting documentation; perform gap analysis and recommend practical technology and process solutions.

• Perform hands-on functional configuration within assigned modules, including fast formulas, approval rules, and journeys, following established processes and standards; oversee configuration performed by others.

• Partner with the System Administrator on security, environments, releases, technical configuration, and production support.

Employee Journey & User Experience

• Optimize the experience across the recruit-to-retire lifecycle, from candidate attraction and recruiting through offer, onboarding, ongoing employee administration, and offboarding.

• In partnership with HR and key stakeholders, continuously improve employee, manager, recruiter, and HR self-service processes to increase usability, adoption, and efficiency.

• Support communications, training, and adoption activities for new or changed functionality.

Expert Guidance & Level-2 Support

• Serve as the go-to Oracle HCM functional expert for HR, IT support teams, and business users seeking guidance on functionality, configuration, and process.

• Act as the level-2 escalation point for complex issues; determine root cause, coordinate with IT, HR, business stakeholders, and Oracle Support through resolution, and communicate clearly to technical and non-technical audiences.

• Identify recurring issues and process pain points and translate them into sustainable configuration, process, or knowledge improvements; build knowledge resources that strengthen first-line support.

HR Data, Integrations & Reporting

• Own functional data definitions, business rules, and data quality standards for Core HR and related domains; help ensure employee data is accurate, complete, and suitable for reporting and downstream systems, and meets data privacy requirements, including GDPR for UK and EU business units.

• Provide HCM data model and business process expertise for integrations with payroll, time, benefits providers, multiple CMiC applications, and other enterprise and third-party applications; partner on data mapping, data loads, monitoring, and exception handling.

• Partner with HR leadership and the Analytics and Reporting Technical Lead to define reporting requirements, metrics, and validation rules; partner with and support Data Analytics resources.

• Support data reconciliation, audits, mass updates, and data correction initiatives.

Functional Testing & Release Management

• Assess Oracle quarterly releases for business impact and adoption opportunities; lead functional and regression testing for configuration changes, enhancements, and releases, including test plans and acceptance criteria.

• Coordinate user acceptance testing and production readiness; support high-impact events such as annual compensation cycles, mass updates, and organizational changes.

Vendor & Partner Management

• Serve as a functional liaison with Oracle Support and implementation partners for assigned modules; log, manage, and escalate service requests through resolution.

• Partner with third-party providers, such as background screening, assessment, and job board vendors, on integrations and issue resolution, challenging vendor solutions when appropriate.

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Information Systems, or a related field, or equivalent education and experience.

• 5+ years of Oracle Fusion HCM functional experience, with expert-level knowledge of product functionality and significant hands-on configuration experience.

• Strong experience with Oracle Core HR and at least two of the following: Absence Management, Recruiting, Onboarding/Journeys, Compensation.

• Strong understanding of HR business processes, U.S. employment practices, and the recruit-to-retire employee lifecycle; familiarity with HR requirements in international jurisdictions.

• Strong understanding of the relationship between work structures, employee data, absences, compensation, security, integrations, and downstream payroll and reporting processes.

• Strong business analysis skills, including requirements elicitation, stakeholder engagement, process mapping, gap analysis, and functional specifications.

• Demonstrated ability to troubleshoot complex business process, configuration, data, and integration issues, and to translate technical concepts into practical business solutions.

• Experience working with Oracle Support and implementation partners to investigate, document, prioritize, escalate, and resolve issues.

• Strong communication, facilitation, relationship management, and cross-functional collaboration skills; ability to work effectively in a high-volume, deadline-driven environment.

Preferred Qualifications

• Experience across all five modules and with fast formulas, HDL, HCM Extracts, OTBI, and BI Publisher.

• Experience supporting HR operations in Canada, the UK, Ireland, Germany, or the Netherlands.

• Experience with HCM integrations to payroll, time, and benefits providers, CMiC applications, or ADP.

• Experience evaluating or implementing Oracle HCM AI functionality or process automation.

• Oracle Fusion HCM certification; HR certification such as PHR or SHRM-CP is a plus.

Salary: $125,000 - $165,000

Compensation: In addition to base pay, eligible for discretionary bonus based on company and individual performance.

Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: [Medical Insurance] [Dental Insurance] [Vision Insurance] [Health Savings Account] [Healthcare Flexible Spending Account] [Dependent Care Flexible Spending Account] [401(k) retirement plan with employer match] [Life & AD&D Insurance] [Long-term Disability Insurance] [Short-term Disability Insurance] [Critical Illness Insurance] [Accident Insurance] [Hospital Indemnity Insurance] [Home & Auto Insurance] [Family Support] [Pre-tax Paid Parking/Public Transportation] [Paid time off: 2 Weeks for Non-Exempt and Three Weeks for Exempt] [Time Away Benefits] [8 Paid Holidays] [Group Legal] [Employee Stock Purchase Plan] [Identity Theft Protection] [Group Legal] [Pet Insurance] [Employee Assistance Program] 

Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law. 

EEO Statement: The STO Building Group family of companies—Structure Tone, Structure Tone Southwest, Pavarini Construction Co., Pavarini McGovern, LF Driscoll, Govan Brown, Ajax Building Company, BCCI Construction, Layton Construction, Abbott Construction, and RC Andersen—includes over 4,000 employees located in offices throughout the US, Canada, UK, and Ireland. We provide a complete range of construction services, from site selection analysis, design constructability review and aesthetic enhancements to interior fit-outs, new building construction, and building infrastructure upgrades and modernization. Learn more about how we partner with our clients to imagine, execute, and realize their vision at stobuildinggroup.com.

We are an equal opportunity employer.  We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.