Senior HR Manager, Data Center

Oracle•Abilene, TX

11h•$114,600 - $234,600•Onsite

About The Position

Join the Abilene, TX Oracle Data Centers HR team as a strategic, hands-on Sr. HR Manager supporting an assigned campus or portfolio of campuses. As the accountable people leader for the portfolio, you will translate business priorities into an integrated people agenda that enables safe, reliable, scalable operations and a high-performing, inclusive workforce. Reporting to the Sr. HR Director, Data Centers, you will be a core member of the Data Center HR leadership team, a trusted advisor to senior campus leaders, and a key partner to the HR Business Partner supporting the senior business leader. You will shape business decisions through a people, organizational-health, and risk perspective, balancing immediate operational needs with workforce, talent, culture, and long-term growth priorities. You will own the full employee experience and local HR operating model—from workforce planning and hiring readiness through development, performance, employee relations partnership, mobility, and exit. In this 24x7, safety- and customer-focused environment, you will maintain a strong onsite presence, coordinate delivery with HR Centers of Excellence and centralized Employee Relations, and, where assigned, lead onsite HR team members.

Requirements

Bachelor’s degree in human resources, Business, or a related field, or equivalent experience.
8+ years of progressive Human Resources experience in a strategic capacity, including significant support for operational, technical, manufacturing, logistics, industrial, infrastructure, or similar complex workforces.
Demonstrated success partnering with senior leaders to deliver measurable business results through workforce strategy, organizational effectiveness, talent management, employee experience, culture, and change management.
Experience leading a broad HR agenda across the full employee lifecycle, including staffing, performance management, employee relations, promotions, mobility, and terminations.
Experience coaching leaders to build high-performing, inclusive teams and address performance, talent, and organizational challenges with sound judgment.
Strong analytical and data fluency, with the ability to turn workforce and business data into clear recommendations, decision options, and measurable actions; experience using technology and HR systems to improve processes and data quality.
Working knowledge of employment law, HR policies and procedures, and employee-relations practices, including judgment about when to engage centralized Employee Relations partners.
Experience supporting multiple sites, a campus portfolio, or a large and complex employee population.
Strong business acumen, executive presence, and written and verbal communication skills, with the ability to influence across a matrixed organization and navigate ambiguity, competing priorities, and sensitive matters with discretion.
Ability to work onsite at the supported Data Center campus and travel periodically among supported sites.

Nice To Haves

Experience as an HR Manager or Head of HR Operations in a high-volume, fast-paced, customer-focused environment is preferred.
Direct people-leadership experience, including building and developing high-performing teams, and experience in a 24x7, shift-based, safety-sensitive, or highly technical operational environment are preferred.
Experience supporting high-growth infrastructure, cloud, technology, construction, manufacturing, logistics, or critical-facilities organizations is preferred.
Master’s degree or MBA in management, business administration, economics, engineering, or marketing; SHRM-SCP, SPHR, or comparable HR certification is preferred.

Responsibilities

Serve as the senior HR leader for the assigned campus or portfolio, owning the campus people strategy and partner annual people plan across workforce capacity, leadership capability, talent, culture, and organizational health.
Translate enterprise and Data Center priorities into actionable site plans, operating mechanisms, and measurable outcomes across multiple sites, shifts, and employee populations; establish an operating rhythm with leaders to review progress and hold them accountable for actions.
Advise and coach senior campus leaders, in close partnership with the HR Business Partner supporting the senior business leader, on workforce planning, organization design, talent, performance, employee experience, and change management. Align campus priorities with broader Data Center strategy and strengthen leadership effectiveness, ownership, and accountability.
Partner with Talent Management and other centralized support teams to enable consistent campus execution of workforce planning, hiring readiness, onboarding, performance management, promotions, mobility, and terminations; identify barriers, provide field feedback, and escalate gaps in service or consistency.
Build a culture of safety, inclusion, respect, accountability, and high performance through visible onsite leadership, employee listening, and timely follow-through on employee-experience commitments.
Use workforce, engagement, attendance, attrition, retention, performance, staffing, and labor-market data to anticipate risks, identify improvement opportunities, and drive targeted actions.
Partner with centralized Employee Relations on complex employee concerns, investigations, and risk matters; ensure consistent application of Oracle policies, HR practices, and employment laws, and address systemic issues with campus leadership.
Influence site expansions, operating-model changes, and critical workforce decisions by assessing talent, capacity, capability, and employee-impact implications before execution.
Lead and develop onsite HR team members, where assigned, to deliver a seamless local HR experience.
Leverage HR technology, dashboards, and analytics to improve decision-making, process discipline, data quality, and employee and manager experience.
Lead the people response for business-continuity and critical operational events, including workforce communications, leader guidance, employee support, and stakeholder coordination.

Benefits

Medical, dental, and vision insurance, including expert medical opinion
Short term disability and long term disability
Life insurance and AD&D
Supplemental life insurance (Employee/Spouse/Child)
Health care and dependent care Flexible Spending Accounts
Pre-tax commuter and parking benefits
401(k) Savings and Investment Plan with company match
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.
11 paid holidays
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.
Paid parental leave
Adoption assistance
Employee Stock Purchase Plan
Financial planning and group legal
Voluntary benefits including auto, homeowner and pet insurance