Looking for a senior, hands-on Oracle Fusion HCM Cloud techno-functional consultant to be based onsite at a banking client, 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.

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 (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 workplace.
- 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.

Required experience

- 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 — 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.

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.

Pay: ₹1,920,000.00 - ₹2,400,000.00 per year

Work Location: Remote

📌 Senior Oracle Fusion HCM Cloud Techno-Functional Consultant (India)
🏢 ABS Pydaai inc Private
📍 India