Oracle Fusion HCM Consultant

Job Title:

Location:

Company:

Experience:

About Orbrick Consulting:

Roles & Responsibilities:

• We are a startup that believes in Job Crafting. This means you won't have a pre-defined box we will put you in. Your eventual role will depend on what you are uniquely suited to do.

The Ideal Candidate:

• Has 3-5 years of experience doing client facing roles in supporting and implementing these modules.
• Has a knack for solving problems creatively and conscientiously.
• Sees HCM as a culture enabler rather than just a few modules to be set up in a system.
• Sees the link between workforce development processes and an organisation’s competitive advantage and can design processes that support the core business.
• Preferably loves reading stuff that can be applied to people and processes.
• Can recommend great Netflix shows.
• Answers start with the right questions
• Has excellent communication skills
• Hates the status quo and day dream about disrupting it
• Loves tinkering with new technologies like GenAI and constantly experiment
• Wants to spend a considerable part of their life working at a startup
• Is actually reading and understanding this entire list, the evidence for which is that they'll use the phrase mischief managed when they reach out to us
• Doesn’t want to be defined by a neat little job description but rather want to do work they are uniquely suited to do.
• Is obsessed with solving real problems and measuring real outcomes

Skills & Qualifications:

• Education

  : Bachelor’s/Master’s degree in IT and/or MBA HR from a good university preferred but force of experience & personal ability will trump education

• Technical Proficiency

  : End-to-end experience with Oracle Fusion HCM (any 3 modules)

• Communication Skills

  : The ability to engage in a conversation for hours with both a 4 year old and an 80 year old in a way that they look forward to the next conversation.

• Culture Fit

  : Someone who sees HR Tech as a mix of psychology, technology, data analytics, storytelling, and strategy.

Salary:

If this sounds like you, ponder some questions to answer soon:

1. What’s the biggest mistake people make in terms of designing an ATS?
2. How would you reduce bias in promotions and compensation?
3. How do you measure the effectiveness of a Learning course?

OR

1. How can you create an impact in people's lives using payroll (other than just paying people on time)?
2. What are the top 3 mistakes consultants and clients make with regards to OTL?
3. How would you measure if your shift scheduling is effective or not?