Senior Manager, Support Engineering

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: Job Description (intro), Responsibilities (Primary Responsibilities, Core Responsibilities), Qualifications (including disclaimer, range and benefit info, benefits list, etc.), About Us (maybe not needed). There's no explicit Skills section separate; qualifications may cover. There's no explicit Pay section separate but range is given in Qualifications. There's no Schedule. There's no explicit Requirements separate; qualifications may serve. We need to decide which sections to include: About the role (intro paragraph), Responsibilities (list), Qualifications (list of benefits and maybe range), Benefits (maybe separate if we extract benefits list). But we must not duplicate. The instructions: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Thus we need to decide which sections have real content. - About the role: The initial paragraph(s) describing role: "The Senior Manager, Repair Center Operations is responsible for building and scaling Oracle's centralized repair-center model for next-generation AI infrastructure. This role leads day-to-day repair operations and long-term capacity planning for Compute Tray (CT) repair, CDU validation, leak response, and regional expansion. Working across Development, Manufacturing, Supply Chain, Design, Architecture, and Global Product Engineering, the senior manager ensures repair centers are staffed, equipped, and ready to support routine demand as well as surge events while driving improvements in diagnosability, repair velocity, and serviceability. The role also serves as a key operational leader for the repair organization, translating product and infrastructure requirements into an executable staffing and facility plan. This includes establishing operating rhythms, tracking performance metrics, managing risk, and ensuring the repair network scales with current and future Oracle data center sites." That's substantive. So we can have

  About the role

  with

  containing that prose. - Responsibilities: There's a list of Primary Responsibilities and Core Responsibilities. Those are substantive. So

  Responsibilities

  with
  • items. Need to combine both primary and core into one list? Could separate but better to have one list. We'll extract each bullet. Primary Responsibilities list items: - Lead the planning, staffing, and execution of repair-center operations supporting GB200, GB300, and future AI compute platforms. - Own repair-center readiness, including capacity planning, shift coverage, resource allocation, and operational ramp for new sites. - Partner with Design, Architecture, Development, Manufacturing, Supply Chain, and Global Product Engineering to define repair-center requirements and resolve cross-functional issues. - Oversee repair workflows for Compute Trays, CDU validation, and leak-response activities to ensure safe, timely, and high-quality execution. - Establish and manage operating metrics, reporting, and escalation paths to maintain throughput, quality, and readiness across the repair network. - Drive standardization of repair-center processes, documentation, and best practices across current and future Oracle Repair locations. - Support regional scale-up by aligning permanent repair-center buildouts with demand forecasts, site deployment schedules, and new platform introductions. - Lead hiring, onboarding, development, and performance management for repair-center team members and supporting technical resources. Core Responsibilities list items: - Set clear priorities, manage competing demands, and ensure repair-center objectives are met on time and at the expected quality level. - Build strong cross-functional partnerships and maintain alignment across engineering, operations, supply chain, and site leadership teams. - Use data, trend analysis, and operational feedback to identify risks, improve repair performance, and recommend process enhancements. - Maintain a culture of accountability, safety, continuous improvement, and technical excellence within the repair organization. - Translate business needs into executable plans for staffing, space, power, tooling, and repair capacity. - Develop scalable operating models that support both steady-state repair work and surge events without disrupting broader deployment goals. - Communicate clearly with senior leadership on site status, risks, dependencies, and required decisions. We'll combine them into one
    . - Qualifications: There's a "Qualifications" heading in the posting, with disclaimer, range and benefit info, benefits list, etc. Also there is "Career Level - M3". That's metadata but could be folded into a short

    . The qualifications section includes: "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." That's substantive. Then "Range and benefit information provided in this posting are specific to the stated locations only US: Hiring Range in USD from: $98,700 - $209,500 per year. May be eligible for bonus and equity. 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." That's substantive about pay. Then "Oracle US offers a comprehensive benefits package which includes the following:" followed by a list of benefits. That's benefits content. Then "The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted." That's application instruction (should be removed). Then "Career Level - M3" (metadata). Then "About Us" (company description) which is boilerplate? Might be considered substantive but it's generic marketing; but we should remove boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. About Us is not explicitly listed as boilerplate but could be considered generic; but it's substantive about company mission. However we might keep it as part of About the role? Already we have About the role. The About Us is separate; but we could drop it as it's not specific to the role. The instruction: Prefer a few substantive sections over many thin ones. So we could incorporate the About Us into About the role? But we already have About the role description. The About Us is generic corporate marketing; could be considered boilerplate? Not sure. Safer to omit it as it's not role-specific. Also we need to remove EEO etc. The posting includes EEO statement at the end; we must remove that. Thus for Qualifications section we need to include the disclaimer, range, and maybe career level? But career level is minor metadata; we could fold into a short

    within Qualifications. However we also have Benefits list; we could either put benefits under Qualifications or create a separate Benefits section. The instruction says include Benefits section only if posting actually states them. It does state benefits list. So we could create a Benefits section with

    • for each benefit. However we must avoid duplication: if we put benefits also in Qualifications, that duplicates. Better to have Qualifications contain disclaimer, range, career level, maybe other qualifications (none else). Then Benefits section separate with list. But we need to check if there are any explicit "Requirements" or "Skills" sections. Not really; qualifications cover requirements. Could we create a Requirements section with the disclaimer and range? Might be thin. Better to have Qualifications include the disclaimer, range, career level. Then Benefits separate. Pay: The range is given; we could create a Pay section with that range. However the instruction says never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state pay range. So we could have a Pay section. But we already have Qualifications containing range; we could move range to Pay section and keep Qualifications for disclaimer and career level. However the instruction says prefer a few substantive sections over many thin ones. Having separate Pay and Benefits may be okay if they are substantive. But we already have Benefits list; Pay is just a range; could be included in Qualifications. Let's decide: We'll have About the role, Responsibilities, Qualifications (including disclaimer, range, career level), Benefits (list). That's four sections. That seems reasonable. We must not include Schedule (no info). No Skills section. Now we need to strip out boilerplate: EEO statement, application instructions, etc. Also remove duplicated lines (like "The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.") Remove that. Remove "Career Level - M3" maybe we keep as a short p within Qualifications. Also remove "Disclaimer: Certain U.S. based..." we keep. Now format. We'll output:

      About the role

      ... (the paragraph)

      Responsibilities

      • ...
      ...

      Qualifications

      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: $98,700 - $209,500 per year. May be eligible for bonus and equity. 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.

      Career Level - M3

      Benefits

      • Medical, dental, and vision insurance, including expert medical opinion
      • Short term disability and long term disability
      • Life insurance and AD&D
      • Supplemental life insurance (Employee/Spouse/Child)
      • Health care and dependent care Flexible Spending Accounts
      • Pre-tax commuter and parking benefits
      • 401(k) Savings and Investment Plan with company match
      • 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.
      • 11 paid holidays
      • 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.
      • Paid parental leave
      • Adoption assistance