Director, Annual Planning and Sales Model Design

Director of Annual Planning and Sales Model Design Location: US Nationwide/Remote The Opportunity Oracle is seeking a Director of Annual Planning and Sales Model Design to fundamentally redesign annual go-to-market planning and lead the design of our global sales model. You will determine how we segment customers, allocate sales coverage, and align roles and selling motions to the needs and growth potential of each segment. You will connect Global Field Organization’s long-term growth strategy to an executable annual plan, bringing customer opportunity, sales capacity, productivity, investment, and field readiness into one coherent process. Your mandate spans diagnosis, design, executive alignment, implementation, and ongoing improvement across regions and the businesses within your remit. We are looking for a leader who has built and implemented major GTM changes in a complex technology business. You will challenge established assumptions, make clear recommendations on difficult trade-offs, and remain accountable for whether the resulting model improves customer coverage, seller effectiveness, and growth. Redesign annual GTM planning end to end. Rebuild the planning process from strategic choices through fiscal-year launch in alignment with President, Global Field Organization. Diagnose current weaknesses, define the future approach, and lead a sequenced transformation with clear ownership and measurable outcomes. Integrate market opportunity, segmentation, coverage, role design, capacity, territories, quota methodology, and investment decisions. Align Marketing, Partners, Customer Success, Finance, HR, Sales Compensation, and regional Sales Operations around shared assumptions and dependencies. Connect annual decisions to a multiyear view of growth. Reconcile leadership targets with customer potential and achievable field capacity; quantify gaps, test alternatives, and recommend where to invest, redeploy resources, or change the model. Own the global planning calendar, decision rights, executive reviews, approval milestones, and exception process. Establish common data definitions and planning standards, with explicit criteria for justified regional variation. Lead deployment with the teams responsible for execution. Ensure account assignments, territories, roles, targets, systems, and field communications are reconciled and ready for the fiscal year; use post-launch reviews to improve subsequent cycles. Own global customer segmentation Build a segmentation framework grounded in addressable opportunity, customer needs, buying behavior, industry, growth potential, and product adoption. Define account hierarchies, segment assignment rules, and criteria for movement between segments. Validate segment choices against customer and seller evidence, commercial potential, and economics. Establish a repeatable refresh process that keeps the model relevant while preserving continuity for customers and account teams. Design coverage roles and selling motions Define the coverage model for each customer segment for each region globally, including the appropriate use of dedicated account teams, pooled coverage, digital sales, specialists, partners, and self-service. Balance customer experience and growth potential with capacity and cost to serve. Design role charters, account ownership, specialist engagement, and team responsibilities across the customer lifecycle. Clarify how sellers, technical teams, customer success, renewal teams, and partners work together, with practical rules of engagement and handoffs. Define differentiated motions for acquiring customers, expanding relationships, cross-selling, driving adoption and consumption, and retaining business. Specify the target customer, buying stakeholders, lead role, supporting resources, and success measures for each motion. Model territory potential, account workloads, seller capacity, ramp time, attrition, specialist ratios, and management spans. Assess the implications for productivity, customer reach, quota capacity, and cost of sales before recommending structural changes. Partner with Finance, HR, and Sales Compensation to align targets, job design, performance expectations, and incentives with the intended model and seller behaviors. Lead transformation and measure results Translate analysis into clear executive recommendations that explain options, assumptions, financial implications, risks, and the decisions required. Resolve conflicting priorities across global and regional leaders and drive agreement on implementation. Pilot material changes where practical, define comparison groups or other credible evaluation methods, and use results to refine the model before broader deployment. Distinguish the effect of design changes from market conditions and differences in customer opportunity. Establish a performance framework covering planning speed and quality, field readiness, coverage effectiveness, seller productivity, customer outcomes, and commercial return. Use evidence to recommend in-year adjustments and future investments. Set business requirements for planning data, analytics, and systems. Partner with technology teams to automate repeatable work, improve scenario modeling, and apply AI where it demonstrably improves speed or decision quality, with appropriate validation. Lead adoption through regional implementation plans, manager and seller enablement, and structured field feedback. Anticipate transition risks, including account disruption and unclear ownership, and hold workstream leaders accountable for resolving them. Build and develop a team with strong capabilities in GTM strategy, quantitative analysis, planning, and sales model design. Set high standards for analytical rigor, commercial judgment, concise communication, and delivery. #LI-MS1 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: $146,300 to $306,400 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.