HRIS Oracle HCM Recruiting Associate Director

Job Description

Grant Thornton is seeking an Oracle HCM Recruiting Associate Director to join the team. Approved office locations can be found below.

People & Culture (HRIS / HR Technology)

Position Summary

The Associate Director, Oracle HCM Recruiting serves as the strategic, functional, and delivery leader for the firm's Oracle Recruiting Cloud (ORC) platform. This role owns the global recruiting technology roadmap and leads enterprise‑scale recruiting initiatives, including global implementations, regional expansions, and complex multi‑workstream programs.

Partnering closely with Talent Acquisition, Onboarding, People & Culture leadership, HRIS, Technology, Compliance, and external vendors, the Associate Director ensures Oracle Recruiting solutions are designed, governed, and delivered in a way that supports business growth, regulatory requirements, and an exceptional candidate and recruiter experience. This role typically leads a team of HRIS Recruiting resources and serves as the primary decision authority and escalation point for Oracle Recruiting solutions worldwide. This is an internal role that will be to support Grant Thornton specifically.

Key Responsibilities

Oracle Recruiting Platform Leadership

• Serve as the functional and strategic owner for Oracle Recruiting Cloud, including requisitions, job postings, candidate lifecycle, offers, hiring flows, and recruiting security.
• Define and maintain the global ORC roadmap, aligning enhancements and priorities to Talent Acquisition strategy, workforce planning, and firm growth.
• Provide strategic direction for recruiting process design, platform scalability, and user experience modernization, including Redwood UX.

Global Program & Project Management Leadership

• Serve as the program lead for large, complex Oracle HCM Recruiting initiatives, including global rollouts, phased regional deployments, new entity onboarding, and operating model transformations.
• Own end‑to‑end project governance, including scope definition, integrated planning, milestones, dependencies, risk and issue management, and executive‑level status reporting.
• Partner with HRIS PMO, Technology, Oracle, and third‑party vendors to ensure delivery aligns with enterprise standards, timelines, and quality expectations.
• Coordinate recruiting workstreams within broader Oracle HCM transformation programs to ensure alignment with Core HR, Onboarding, Compensation, Security, and downstream systems.
• Provide clear visibility into delivery progress, trade‑offs, and risks, enabling informed decision‑making by leadership.

Global Oracle HCM Recruiting Implementation & Deployment

• Lead and support global and multi‑country implementations of Oracle Recruiting Cloud, including regional expansions and country‑specific deployments.
• Ensure recruiting solutions appropriately accommodate global and local requirements, including regulatory compliance, data privacy, approval frameworks, and regional business practices.
• Own integration and handoff between Oracle Recruiting and Pending Worker processes, ensuring accurate pre‑hire data creation and readiness for Core HR and Onboarding.
• Balance global standardization with regional flexibility, establishing clear decision frameworks for when processes and configurations should be global versus localized.
• Oversee go‑live readiness activities, including data validation, cutover planning, access provisioning, training readiness, and post‑deployment hypercare support.
• Serve as the primary escalation point during deployments, ensuring rapid resolution of issues with minimal impact to recruiting operations.

Stakeholder Partnership & Governance

• Act as the senior HRIS partner to Talent Acquisition leadership globally, translating recruiting strategy into sustainable Oracle configurations and delivery plans.
• Establish and enforce governance standards for requisition approvals, templates, job families, security roles, and recruiting data usage.
• Partner with Compensation, Core HR, Compliance, and Technology teams to ensure job data, offers, and hiring transactions are consistent, compliant, and audit‑ready.
• Advise stakeholders on sequencing, readiness, and risk related to global recruiting initiatives and releases.

Configuration & Solution Design Oversight

• Lead and approve complex ORC configurations, including:
• Requisition structures, approvals, and posting rules
• Candidate application flows (experienced, campus, executive and pipeline)
• Offer frameworks, templates, and integration points to Core HR
• Recruiting security roles and access models
• Oversee adoption of advanced capabilities such as Recruiting Booster, Talent Pools, Campaigns, and Recruiting Analytics, ensuring scalable and compliant global use.
• Approve and govern Pending Worker and pre‑hire configurations, including templates, legal employer mapping, work relationships, hire actions, and downstream integrations.

Delivery Excellence, Testing & Risk Management

• Establish delivery standards for design documentation, configuration quality, testing rigor, and release readiness across global initiatives.
• Oversee recruiting‑related SIT/UAT, ensuring test strategies reflect global business scenarios, multi‑country data considerations, and real‑world recruiting use cases.
• Proactively identify and mitigate risks related to data quality, regional readiness, change saturation, testing constraints, and vendor dependencies.
• Ensure all changes meet enterprise change and release management standards prior to production deployment.

Change Enablement, Adoption & Optimization

• Partner with regional Talent teams to support global adoption strategies, training approaches, and communications.
• Ensure recruiters, hiring leaders, and HR partners are prepared for system and process changes associated with Oracle Recruiting releases.
• Monitor platform usage and outcomes to identify opportunities for simplification, efficiency, and improved candidate experience.

Reporting, Insights & Analytics

• Drive adoption of Recruiting Analytics, OTBI, and dashboards to support TA performance, workforce planning, and leadership reporting.
• Use data and insights to inform roadmap priorities, process optimization, and continuous improvement.

Team Leadership & Resource Management

• Lead, coach, and develop HRIS Recruiting resources (Associates, Senior Associates, Managers, as applicable).
• Provide design guidance, quality assurance, and mentorship across configuration, testing, documentation, and support activities.
• Serve as the escalation lead for high‑visibility recruiting incidents and production issues.

Qualifications & Experience

Required

• 8+ years of progressive, global experience with demonstrated depth in Oracle Recruiting Cloud.
• Proven experience leading enterprise‑scale, multi‑workstream HR technology initiatives.
• Strong understanding of end‑to‑end recruiting and hiring processes, including compliance, audit, and data privacy considerations.
• Experience supporting multi‑entity, multi‑country, or highly complex recruiting environments.
• Demonstrated ability to influence and advise senior stakeholders across HR, Technology, and the business.

Preferred

• Experience integrating Oracle Recruiting with Core HR, Onboarding/Journeys, OIC, HDL/HSDL, and reporting solutions.
• Prior people‑lead, product‑owner, or HRIS capability‑lead experience.
• Experience supporting broader Oracle HCM implementations or global transformations.

Skills & Competencies

• Strategic platform and product ownership
• Oracle Recruiting Cloud functional mastery
• Enterprise‑scale program and project management
• Global implementation and deployment leadership
• Executive‑level stakeholder communication
• Governance, controls, and global decision frameworks
• Risk management and delivery excellence
• Team leadership, coaching, and talent development
• Change management and adoption enablement

The base salary range for this position is between $152,000 and $228,000. Placement within the pay range is at Grant Thornton's discretion, and it is based on multiple factors, including but not limited to, job-related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.