Lead Principal Business Program Manager

Key responsibilities

Business program ownership and execution

• Own complex, cross-functional business programs from definition through delivery, establishing scope, outcomes, milestones, dependencies, and success measures.
• Translate priorities established by the M5 and SVP/VP leaders into actionable plans with clear workstream ownership and measurable deliverables.
• Coordinate execution across product, engineering, infrastructure operations, sales, finance, and other partner teams.
• Anticipate risks, resolve issues within the scope of assigned programs, and escalate decisions with clear options and recommendations.
• Track commitments and drive follow-through, keeping the M5 and relevant leaders informed of progress, tradeoffs, and decisions needed.

Business operations and reporting

• Own assigned components of the business operating cadence, including reporting schedules, stakeholder inputs, dashboards, and action tracking.
• Partner with Finance, Sales, and Revenue Operations to analyze revenue, customer demand, financial performance, and other business indicators against plan.
• Investigate variances and trends, validate underlying data, and develop insights that support planning and corrective action.
• Produce concise status reports that connect business performance to program progress, customer commitments, and operational risks.
• Improve reporting definitions, data quality, and repeatable processes to reduce manual effort and strengthen consistency across teams.

Business reviews and customer reporting

• Lead preparation and delivery of assigned MBR and QBR workstreams, coordinating timelines, inputs, analysis, and review materials.
• Consolidate contributions from partner teams into clear narratives covering results, progress against priorities, risks, and recommended actions.
• Prepare customer QBR reporting in partnership with account teams, product, engineering, operations, and customer-facing leaders.
• Validate the accuracy and consistency of customer performance data, delivery updates, open issues, and commitments before leadership review.
• Capture review decisions and action items, maintain accountable owners and due dates, and track completion across review cycles.

Workforce planning and organizational operations

• Manage assigned workforce planning and hiring tracking processes in partnership with the M5’s team, Finance, HR, and Talent Acquisition.
• Maintain visibility into approved headcount, hiring priorities, recruiting progress, and staffing gaps against organizational plans.
• Coordinate internal status reporting and planning updates across business programs and operational commitments.
• Identify process gaps and implement practical improvements to planning, reporting, and cross-functional coordination.

Leadership support and team partnership

• Partner with the M5 and members of the business program management team to coordinate shared deliverables, resolve dependencies, and maintain consistent operating practices.
• Support SVP and VP leaders with analysis, briefing documents, presentations, talking points, and anticipated questions for business reviews, customer meetings, and other executive forums.
• Contribute reporting and preparation materials for EVP engagements through the M5 and relevant leadership partners.
• Participate in relevant planning and review meetings, capture decisions, and coordinate follow-up within assigned workstreams.
• Provide recommendations grounded in business evidence and communicate complex issues clearly to senior stakeholders.
• Serve as a subject matter resource and mentor to peers, sharing effective program management and reporting practices.
• Exercise discretion when handling sensitive business, customer, financial, and workforce information.

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: $114,600 to $234,600 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:
1. Medical, dental, and vision insurance, including expert medical opinion
2. Short term disability and long term disability
3. Life insurance and AD&D
4. Supplemental life insurance (Employee/Spouse/Child)
5. Health care and dependent care Flexible Spending Accounts
6. Pre-tax commuter and parking benefits
7. 401(k) Savings and Investment Plan with company match
8. 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.
9. 11 paid holidays
10. 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.
11. Paid parental leave
12. Adoption assistance
13. Employee Stock Purchase Plan
14. Financial planning and group legal
15. 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.
As part of Oracle's onboarding process and consistent with applicable law, US-based employees are required to complete identity verification, which involves the collection and processing of their biometric information. Accommodations to this requirement may be granted following an individualized assessment.

Required qualifications

• Significant experience in business program management, business operations, revenue operations, strategic planning, or a related function within a technology organization.
• Demonstrated ability to independently lead complex, cross-functional programs and deliver outcomes through influence across organizational boundaries.
• Strong analytical skills and experience interpreting financial, revenue, operational, and workforce data to inform business decisions.
• Experience preparing MBRs, QBRs, management dashboards, and executive reporting.
• Excellent written and verbal communication skills, including the ability to develop concise executive narratives, presentations, and recommendations.
• Proven ability to establish program governance, manage dependencies, and drive accountability among stakeholders.
• Sound judgment, attention to detail, and the ability to prioritize competing demands in a fast-moving environment.
• Bachelor’s degree or equivalent practical experience.

Preferred qualifications

• Experience in cloud infrastructure, compute platforms, AI infrastructure, or enterprise technology.
• Familiarity with infrastructure economics, capacity planning, customer consumption, and enterprise sales motions.
• Experience preparing customer business reviews or supporting senior leadership engagements.
• Experience improving reporting workflows using business intelligence tools, advanced spreadsheets, or automation.

Measures of success

• Assigned programs deliver measurable outcomes with clear ownership and timely resolution of risks and dependencies.
• The M5 and SVP/VP leaders receive accurate, timely reporting and actionable recommendations.
• Business and customer review materials are well prepared, consistent, and supported by validated data.
• Hiring and workforce updates provide reliable visibility into progress and gaps.
• Cross-functional commitments close on time, and reporting processes become more efficient and repeatable.