Provides leadership to one or more teams designing and architecting infrastructure and service and provides input on best practices for reliability and functionality. Establishes direction to ensure accurate forecasting and ensure systems have adequate resources. Builds collaborative relationships with the software development team to create reliable, scalable infrastructures. Ensures alignment regarding data collection and contributes to standards for optimizing operations and infrastructure reliability. Defines approaches for incident response activities to ensure service reliability. Ensures in-depth reports. Plays a key role in developing standards for identifying and recommending automation. Anticipates and explains the impact of changes, mentoring other managers on what to communicate. Defines approaches for escalating incidents and refines methods for documentation. Encourages experimenting with new technology, executing improvements, building site reliability knowledge, and providing clear data.
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Key Responsibilities Capacity Ingestion and Management: -Provides leadership for one or more teams designing and architecting infrastructure and/or service, providing input on the development of best practices for adhering to terms for reliability and functionality. -Establishes direction for other managers and senior-level individuals to drive the forecasting of demands for infrastructure and respond to capacity needs, ensuring that systems have sufficient resources to meet current and future workloads and identifying and addressing resource gaps. -Builds collaborative relationships with senior software development team members to design and develop infrastructures that are highly reliable and scalable, meeting stringent deployment requirements. -Ensures teams align on expectations for identifying opportunities for prototyping and oversees prototyping initiatives (e.g., testing new applications or infrastructures, assisting in onboarding), experimenting with cutting-edge approaches.
Incident and Service Lifecycle Management: -Ensures alignment across teams regarding performing data collection, triage, technical analysis, and redirection, contributing to the development of standards to maintain and optimize operations and infrastructure reliability. -Shares techniques across teams for monitoring of services, maintaining up-to-date knowledge of their performance, and thoroughly documenting their condition. -Defines approaches for performing incident response, root cause analysis, and/or maintenance on assigned services (e.g., software installs, version upgrades, security updates, backup and recovery) and drives execution. -Ensures teams provide in-depth health and performance reporting and coordinates managerial actions based on trends in data. -Refines procedures for performing provisioning to support infrastructure, applications, and services, mentoring team members. -Provides input on standards for decommissioning (e.g., shutting down servers, removing data from databases) to remove objects that are no longer needed.
Automation: -Plays a key role in developing standards for identifying and recommending opportunities for automation and reviewing potential benefits in terms of metrics across teams to ensure expectations are met. -Ensures alignment on expectations for developing and drives the implementation of design, automation tools, or scripts. -Refines strategies for conducting testing on highly complex automations to ensure they perform tasks correctly and produce expected results. -Provides guidance and expertise to others testing automations.
Technical Communication and Guidance: -Shares expectations for release notes and communication of in-depth information about the scale, capacity, security, performance attributes, and requirements of services and technology with customers, cross-functional teams and leadership. -Anticipates and explains the potential impact of infrastructure, feature, and tool changes, considering the strategic implications and goals. -Takes a leadership role in mentoring other managers on what information to communicate and how to communicate.
Troubleshooting and Resolution: -Defines approaches for escalating incidents and other highly complex issues arising within Oracle services within and across teams. -Coordinates with other team leaders to review service performance and ensure the resolution of technical issues spanning multiple services and customers, encouraging collaboration across teams and leveraging advanced investigation and debugging techniques to ensure the achievement of SLOs (service level objectives). -Refines standard reporting methods for incident documentation and performing root cause analyses, aiming to capture insights and lessons learned for continuous improvement and knowledge sharing. -Plays a key role in creating guidelines for post-mortem procedures to prevent incident reoccurrence. -Communicates with other team leaders to ensure adherence to service level agreements (SLAs) made with customers.
Innovation and Improvement: -Encourages creativity and innovation and coordinates with other leaders to drive the exploration and adoption of innovative tools and technologies to transform infrastructure performance and reliability, investigating implications of adherence to security standards on other integrations. -Provides input on initiatives to improve performance bottlenecks and optimize deployments, aligning other leaders on expectations for efficient resource usage, speed, and scalability and driving roadmap development. -Refines standards for developing and maintaining knowledge of site reliability trends and sharing valuable insights and information cross-functionally to drive innovation in building, testing, deploying, and running services. -Plays a key role in the review of analyses and data, driving and influencing business development decisions (e.g., design changes).
Core Responsibilities
Planning & Execution: -Oversees and guides multiple teams on managing complex projects or initiatives, monitoring timelines, deliverables, and budgets when applicable to ensure strategic objectives are met. Serves as a role model for appropriately delegating work, setting priorities, and ensuring alignment with business needs. Coaches others on adjusting resources or project timelines in anticipation of business changes.
Collaboration & Partnership: -Role models leading cross-functional collaborative efforts to ensure alignment of expectations and strategic objectives. Empowers team to build and maintain partnerships with business leaders, stakeholders, and/or customers to address barriers and contribute to organizational success. Drives transparency and inclusivity by modeling actively seeking, listening to, and leveraging diverse perspectives.
Problem Solving: -Shares problem-solving strategies across teams, providing oversight on complex operational and/or technical issues, as needed. Coaches teams on analyzing highly complex data and/or information to identify solutions to ambiguous issues and provides direction on identifying root causes to prevent recurrence of issues.
Continuous Learning: -Pursues strategic learning opportunities to maintain expertise and apply best practices at the organizational level. Creates opportunities for team members and leaders to build their expertise in new areas, coaching them to build innovative skills. Identifies skill gap trends across the organization, and upholds a culture that places significant emphasis on sharing knowledge and pursuing learning opportunities that advance the organization. Evaluates efficiency of learning strategies and recommends adjustments as needed.
Continuous Improvement: -Empowers team to own the development and implementation of ideas that increase the efficiency and effectiveness of processes, protocols, and workflows across the department. Coaches teams to gain buy-in for ideas and to seek feedback on approaches and methods for continued improvement. Prioritizes and reviews the roadmap of improvement initiatives to ensure alignment with strategic direction and maximize return on investments.
Performance and Development: -Serves as a role model for driving performance across teams through tailored feedback and coaching in alignment with performance management processes, guidelines, and expectations. Drives consistency in the application of talent development procedures and socializes performance expectations across the organization. Ensures that individual development goals are aligned with organizational strategic initiatives. Collaborates with HR to implement talent strategy through hiring and promotion processes.
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: $121,500 to $306,400 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:
- 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
The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.
Career Level - M4