In an industry where change is constant, Oracle stands out for career stability and internal mobility. We recently spoke to Alison Sibree, newly retired SVP of Human Resources for Oracle Japan and Asia Pacific, about her 29-year journey with us and got her take on our unique approach to fostering a culture that strives to put internal candidates first.
Alison’s Oracle career started in 1994 when the region had less than 4,000 employees. First employed as Head of HR for Oracle Australia, Alison moved on to establish and head the HR function across the rest of the region in 1996.
Dramatic changes
After significant transformations and mergers, Alison saw the company evolve into a comprehensive technology powerhouse with a workforce of over 60,000 employees across JAPAC. The effect on her own role was significant—and full of growth opportunities shaped by her organization’s changing structure, focus, and size.
“Ostensibly I’ve been head of HR for all this time, but the shape and the size of the organization, and even the business focus has changed dramatically over the years,” she explains.
“When I first joined, we were largely recognized as a database company, now it’s technology, it’s applications, it’s cloud, it’s everything.”
Internal-first
Oracle’s adaptability and resilience in the face of industry shifts have been key factors in retaining top talent like Alison.
She takes pride in Oracle’s commitment to internal mobility and emphasizes our dedication to filling our most senior roles with internal talent. Rachna Sampayo, Alison’s designated successor, has herself come up through the organization and is already expanding her responsibilities.
“She has been my designated successor for quite a while and will lead her own restructuring and internal appointments. In Singapore, India, Korea, China, and Australia, there are so many senior roles where the leader left, and we were able to fill internally. It’s an achievement which I’m really proud of,” Alison explains.
“We have an outstanding HR team and every time there’s a vacancy, we ask which of these outstanding individuals we are going to appoint internally.”
Best practices
Alison points to Advantage YOU, Oracle’s internal mobility program, as a key driver of employee growth like this. Not only does this retain top talent, it’s also a powerful attractor for anyone joining the company with long-term plans for career development.
“Best practices point to companies who can demonstrate a career path for their employees. Whether that career path means a natural movement across different boundaries, different functions, different lines of business—or moving up the corporate ladder,” she explains.
This philosophy sends a powerful message.
“At Oracle, we say, if you’re thinking of moving, don’t look outside. Look inside. We will help you talk to our Advantage YOU consultants and find the role you are looking for.”
Foresight and dedication
This wasn’t a simple process to get off the ground. It required foresight and a real dedication to changing attitudes across a massive organization.
“There had been a culture—and to some extent still is a culture—where the impulse is to look externally and not consider internal candidates. I’m pleased to say that that really has changed,” Alison shares.
Oracle’s approach to internal career mobility has evolved to address the needs of both employees and hiring managers over the years. Now, teams within talent acquisition actively focus on building processes to facilitate internal progression. So far, more than 30% of positions globally at Oracle are filled by internal candidates. And that figure is rising.
Learning partnerships
“We committed to an aspirational goal,” Alison explains. “That 50% of all appointments within Oracle would be fulfilled through internal movement. In other words, giving our own employees that opportunity to grow their careers.”
At its core is the understanding that a person doesn’t have to be a perfect fit for a role. Thanks to our learning and development processes, growth is seen as a partnership, not a solo obligation.
“Our employees already understand Oracle. They have contexts, networks—they understand our processes and culture… They may have a 75% fit for a specific role, and where the 25% gap is, we can help them get there through learning and development,” she adds.
This has also led to some startling results in employee retention—and more returners.
“We have quite a high percentage of rehires, which tells us that Oracle is a good place to work. So that’s why I think people come to Oracle, stay with Oracle, and then return to Oracle.”
Embracing AI
As our commitment to internal hiring has evolved, so has the tech landscape. Disruption comes with the territory and Oracle hasn’t shied away from generative AI. Alison sees it as opportunities to eliminate repetitive tasks, freeing people to engage in more challenging and fulfilling work. Oracle’s integration of AI in its recruiting processes reflects a deeper commitment to empowering employees.
“We know from our employee surveys that people remain with Oracle because they love the work that they do and they enjoy the challenges,” she explains. “If we can remove some of the boring stuff with AI and give them more exciting work to do, I can only see that as good.”
During COVID, Alison noted a change in employee perspective. Increasingly, people seemed to value the stability and opportunities afforded by lateral moves.
‘Loved every moment’
“People are looking for lateral moves in the organization to rev up their excitement a bit about doing something new, but staying within the culture that they know and know how to navigate within matters,” she explains.
How can she be so sure? Well, she only has to look at her own career.
“I’ve been here over 29 years and I have loved every moment of it. I really have and that sounds a bit mushy, I know! But it’s true and a lot of people that I work with and talk to have been here a long time too.”
Ready for the future
As Alison transitions to retirement and dedicating her time to a charity supporting the homeless, she leaves behind a legacy shaped by her commitment to Oracle’s success. Her advice to external candidates interested in a career at Oracle? Take time to understand the vast potential on offer.
“Research and really understand what Oracle is, then ask what is there in Oracle that I can do and what can I possibly contribute? What can I get back? What are they going to do for me?”
“Oracle will provide exciting technologies and tools, a long-term career, and highly capable, fun, successful colleagues in a major company that’s going to get more and more successful over time.”
Visit our careers site for open roles and find out what Oracle can do for you.