Senior Oracle Fusion HCM Techno-Functional Consultant
Designation
Senior Oracle Fusion HCM Techno-Functional Consultant
Budget
As Per Market Standard
Experience:
7 years
Primary Skills:
Oracle HCM, of which 4+ on Fusion HCM Cloud implementations
Relevant Exp.
4+ Years
No. of Positions
3
Work Location(s):
On Site(Bangalore)
Role & Responsibilities
✓ Design, develop, and deploy scalable full-stack web applications using .NET Core, Angular, and Azure
✓ Build secure, high-performing, and resilient microservices
✓ Ensure smooth database interactions with SQL Server & MongoDB
✓ Integrate UI & backend services while ensuring seamless performance
✓ Collaborate with teams to integrate with external services & APIs
✓ Write automated unit test cases to maintain high code quality
✓ Identify and resolve technical debts, performance bottlenecks, and security issues
✓ Stay ahead of the curve by keeping up with the latest trends in API space and best practices
Purpose of the role
- Irisidea requires a senior, hands-on Oracle Fusion HCM Cloud techno-functional consultant to be based onsite at a banking client in Amman for initial 3 months, stabilising a live implementation through to production go-live.
- This is not an advisory or coordination role: the consultant will personally configure, fix, demonstrate, and close defects in the system, sitting side-by-side with the bank’s HR and IT teams daily.
- The environment is a post-implementation stabilisation under executive scrutiny: a defect backlog across payroll, time and labor, absence, and self-service must be triaged against the signed requirements, fixed or dispositioned with evidence, and retested with the client in the room.
- The consultant must be credible in front of a demanding CIO-level audience and unflappable with frustrated end users.
Skills/Experience
Technologies
- Minimum 7 years Oracle HCM techno-functional delivery, at least 4 on Fusion HCM Cloud (not EBS-only), including at least two full implementations reaching production and at least one post-go-live stabilisation or rescue.
- Middle East payroll and working-week configuration delivered in production — Jordan, or GCC/Levant with demonstrable statutory formula work.
- Banking or other regulated, security-conscious client environments.
- Demonstrable client-facing resilience: this consultant will face a frustrated client daily and must convert that frustration into confidence through competence, not talk.
Languages
English essential; Arabic a strong advantage (HR user community is Arabic-first)
Education
Bachelor’s degree in a Computer Science, or equivalent practical experience
Advantageous
- Arabic language (working proficiency) — the HR user community communicates Arabic-first.
- Oracle Cloud HCM certifications (Global HR, Payroll, OTL, or Absence).
- Experience taking over or remediating another team’s implementation, including BRD-traceability exercises.
- Familiarity with Oracle Guided Learning and structured KT delivery.
The stack — specific and non-negotiable
Candidates must demonstrate recent, hands-on configuration depth in the following. Generic ‘HCM experience’ will not pass screening; each of these will be probed in a practical assessment:
- Global HR (Core HR): legal entities and multi-country enterprise structures; assignments and work relationships across multiple legislations; positions, departments, and cost-centre linkage; correction of mis-migrated enterprise structures (e.g. employees loaded under the wrong legislation) is directly relevant.
- Payroll: element definition and costing (including large custom element sets); fast formulas — writing and debugging, including statutory income tax formulas and social security contribution logic (fixed/overridden contribution amounts, retro adjustments); payroll flows, QuickPay, balance adjustments; Middle East payroll legislation experience (Jordan strongly preferred, otherwise GCC/Levant).
- Time & Labor (OTL): work schedules and workday patterns for a Sunday–Thursday working week (Friday/Saturday weekend); time entry via time cards and mobile; overtime capture and transfer to payroll; OTL-to-Absence integration behaviour.
- Absence Management: absence plans and types including region-specific entitlements (e.g. nursing/rest breaks, bereavement), accruals, and absence-to-payroll effects.
- Employee & Manager Self-Service plus approval workflows: BPM/HCM approval rules (multi-level chains: employee → line manager → second-level → HR → payroll), transaction console troubleshooting, prevention of initiator-as-approver conditions.
- Security and roles: role design in the Security Console, data roles and person security profiles, line-manager visibility rules (e.g. restricting salary visibility in My Team), and a defensible answer to ‘who can configure what’ — access-matrix documentation.
- HDL/HSDL data loading: employee, assignment, position, and element-entry loads; validation, error resolution, and safe re-loads into a live production environment.
- Reporting: OTBI analyses and BI Publisher — able to build the operational HR reports a bank expects (headcount, comparisons by department, payroll registers) quickly and without ceremony.
- Alerts Composer and notifications: configuring, and critically disabling/scoping, system-generated notifications (a live incident in this environment involved unintended mass notifications reaching executives).
- Goals & Performance (working knowledge): the client runs a live Performance module adjacent to Core HR; the consultant must understand the Core HR → Performance data dependencies well enough to never break them, and to advise safely.
How the role must operate — the delivery discipline
- Every defect response carries evidence: BRD/requirement reference, Oracle documentation reference, and a screenshot or live demonstration. The words ‘not feasible’ are never sent to the client without both references attached.
- Triage honestly: in-scope defect, configuration gap, data issue, or genuinely new requirement — each dispositioned in a shared register the client sees, not in private lists.
- Fix live where possible: open the configuration in front of the client’s team, make the change, retest with them, capture the closure evidence in the same session.
- Transfer knowledge continuously: the bank’s HR team needs to leave every session more self-sufficient — navigation, basic configuration awareness, and report extraction.
- Report upward daily: a short factual note to the delivery lead — items closed, items blocked and why, dependencies on the client. No surprises.
Working arrangements
- Onsite at the client’s premises in Amman, Jordan, five days per week (Sunday–Thursday), for an initial three-month term.
- Travel, accommodation, and per diem arrangements per policy. Some after-hours work around payroll runs and go-live windows is expected.
Notice Period:
30 days or less (Immediate joiners preferred!)
Mail to:
Posted On:
22 July 2026
Job Status:
Open
