1. NPI strategy and execution

• Stand up and operate the passive materials NPI pipeline: intake → prioritize → spec → qualify → supplier readiness → standards → catalog/BOM integration → forecasting enablement → release gates → rollout adoption.

• Drive “first-time-right” readiness for new builds and transitions (including multi‑planar and new fabrics), reducing reactive shortages and supplemental BOMs.

1. Release gates and validation

• Implement and operationalize a passive kit completeness gate (Rack Template ↔ BOM ↔ Cut Sheet/Patch Matrix), including enforcement mechanisms and measurable compliance.

• Ensure rack SKU “kit-of-parts” definitions include ride‑along kit contents and are integrated into BOM tooling and build readiness checklists.

1. Cross-functional leadership / governance

• Establish clear RACI and operating cadence across Design, Networking, Automation, HOM/SCO, Demand Planning, Delivery, and external partners/LVVs where applicable.

• Create governance for standards and templates: versioning, sign-off, audits, and change control.

1. Build-acceleration NPIs

• Identify and land OCI-driven improvements not tied to fabric changes (e.g., new panels/hardware, cable labeling/color/serialization practices, kitting/packaging improvements, selective prefab), with measurable outcomes (time-to-deploy, defect reduction).

1. Constrained parts and supplier readiness

• Own the Top Constrained Passive Parts program: alternate qualification strategy, supplier capacity/ramp plans, risk mitigation, and conversion into orderable/catalog-ready parts.

1. Software + data systems enablement

• Partner with Automation/Tooling teams to translate standards/kit logic into scalable software capabilities (validation APIs, checksum/reconciliation, dashboards, exception workflows).

• Drive visibility with exec-ready metrics and dashboards (supplemental BOM rate, kit completeness pass rate, forecast late adds, build stop incidents).

Disclaimer:

Certain US customer or client-facing roles may be required to comply with applicable requirements, such as immunization and occupational health mandates.Range and benefit information provided in this posting are specific to the stated locations only

US: Hiring Range in USD from: $122,500 to $291,800 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.

• Career Level

• M4

• 10+ years (or equivalent) leading cross-functional programs and a team of HW/SW/NW engineers in NPI, supply chain readiness, infra hardware, data center deployment, or network/optical systems.

• Demonstrated leadership of programs spanning software systems + physical infrastructure (e.g., tooling, data models, validation workflows).

• Strong working knowledge of fiber/optical structured cabling concepts (MPO/LC ecosystems, polarity/keying, fanout/termination architectures, intra‑rack vs inter‑rack practices).

• Proven ability to drive alignment across engineering, operations, sourcing, and suppliers; ability to set process guardrails and enforce release readiness.

• Experience with data center network deployments (leaf/spine, fabric transitions, high-density rack builds) and understanding of rack-level constructability.

• Familiarity with BOM/cut sheet/patch matrix workflows and the failure modes that cause build stops (template gaps, ownership ambiguity, late adds inside lead time).

• Experience implementing release gates, catalog readiness controls, or “orderable + buildable” readiness checks for new parts.

• Background in supplier qualification, alternates strategy, and forecasting enablement for long-lead materials.

• Experience driving “build acceleration” improvements (prefab/kitting, labeling standards, error-proofing practices).