Mark Hura
About Mark Hura
Mark Hura is President, Global Field Operations at Oracle, responsible for executing Oracle’s go‑to‑market strategy and AI transformation across industries and segments; he was promoted to this role on September 22, 2025 after leading North America Sales and OCI North America, where his teams delivered record growth and accelerated customer adoption of Oracle Cloud Infrastructure . He joined Oracle in 2013 and previously served as general manager of sales for GE’s Digital Energy business; his education includes a Bachelor of Science (electrical engineering) from the University of Connecticut . Oracle leadership has credited Hura as “the customer‑focused engine behind much of our accelerating revenue,” underscoring his value creation track record in sales execution .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Oracle | President, Global Field Operations | 2025–present | Executes global go‑to‑market and AI transformation; promoted Sept 22, 2025 |
| Oracle | EVP, Oracle North America Sales | 2021–2025 | Integrated applications and infrastructure businesses to deliver a unified customer experience |
| Oracle | EVP, Cloud Infrastructure & Technology (North America) | 2021–2025 | Delivered record growth and deepened OCI adoption in North America |
| Oracle | Senior VP, Cloud Infrastructure (North America) | 2020–2021 | Built capacity and customer momentum supporting Oracle’s AI strategy |
| Oracle | Leadership, Energy & Water portfolio | — | Helped installed-base customers extend value of technology investments |
| GE Power (Digital Energy) | General Manager of Sales (North America) | pre‑2013 | Led sales organization prior to joining Oracle in 2013 |
External Roles
No public company directorships or committee roles disclosed for Hura in Oracle’s filings or biography .
Fixed Compensation
Oracle’s 2025 proxy discloses base salary and bonus outcomes for Named Executive Officers (NEOs) but does not include Mark Hura; the Compensation Committee reduced FY2025 bonuses for NEOs to $0 notwithstanding achievement to preserve capital for strategic priorities, illustrating discipline on cash pay at the top tier . For executives directly responsible for Oracle’s financial performance, annual cash bonuses are governed by the Executive Bonus Plan using pre‑established financial metrics (non‑GAAP operating income growth); Hura’s specific salary and bonus targets are not disclosed .
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Bonus (Executive Bonus Plan) | Non‑GAAP operating income YoY growth | Not disclosed for Hura | Not disclosed | Not disclosed | Not disclosed | Cash (annual), subject to caps and Committee discretion |
| Long‑term Equity | RSUs (time‑based; 25% annual vest over 4 years) | Not applicable | Grant‑based | Not applicable | Share settlement at vest | 4 annual tranches starting 1st anniversary; each RSU = one common share |
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Title | President, Global Field Operations |
| Total Common Shares (Direct) | 254,077 |
| Unvested RSUs – Grant 9/20/2022 | Original grant: 190,868; unvested remaining: 47,717; vests in four equal annual installments beginning first anniversary; each RSU = 1 share |
| Unvested RSUs – Grant 9/15/2023 | Original grant: 114,126; unvested remaining: 57,063; vests in four equal annual installments beginning first anniversary; each RSU = 1 share |
| Unvested RSUs – Grant 9/19/2024 | Original grant: 77,571; unvested remaining: 58,179; vests in four equal annual installments beginning first anniversary; each RSU = 1 share |
| Options | None disclosed in Form 3; derivative table lists RSUs only |
| Ownership Guidelines (Presidents) | Minimum 100,000 shares; promoted executives have one year to comply with increased requirement |
| Guideline Compliance | Direct holdings of 254,077 exceed Presidents’ 100,000‑share guideline |
| Hedging/Pledging | Hedging prohibited for all; pledging prohibited for all directors and executive officers except Ellison; no other execs/directors have pledged Oracle shares |
| Recent Filings | Form 3 filed Oct 1, 2025 (initial beneficial ownership); Form 4 filed Oct 27, 2025 (period of report Oct 23, 2025) |
Vesting schedule signals:
- 2022 grant: one remaining tranche scheduled after Sep 20, 2025 (final tranche at next anniversary) .
- 2023 grant: two remaining tranches post‑Sep 15, 2025 (future anniversaries) .
- 2024 grant: three remaining tranches post‑Sep 19, 2025 (future anniversaries) .
Employment Terms
| Term | Disclosure |
|---|---|
| Employment start at Oracle | 2013 |
| Current role effective date | Sep 22, 2025 (promotion announced) |
| Contract status | U.S. executive officers employed “at will”; no individual severance agreements (except as required by law or provided under equity plans) |
| Change‑of‑Control (Equity) | RSUs/time‑based options fully vest if awards are not assumed or if assumed and employment is terminated without cause within 12 months after an acquisition (double‑trigger) |
| Death Benefits (Equity) | One additional RSU tranche vests upon death under standard grant agreements |
| Clawback | Robust compensation recovery policy compliant with SEC/Dodd‑Frank; applies to executive officers and certain other employees |
| Insider Trading Policy | Prohibits hedging and speculative transactions; pledging prohibited for executives/directors (Ellison exception subject to governance oversight) |
| Stock Ownership Guidelines | Presidents: 100,000 shares minimum; compliance overseen by Compensation Committee; all senior officers in compliance or within allowed time as of Sept 19, 2025 |
Investment Implications
- Alignment: Hura’s direct ownership (254,077 shares) exceeds the Presidents’ 100,000‑share guideline, and he holds substantial unvested RSUs across 2022–2024 grants—driving strong alignment with long‑term TSR and reducing short‑term misalignment risk .
- Retention risk: Multi‑year RSU vesting cadence (remaining tranches from 2022–2024 grants) suggests low near‑term attrition risk and provides ongoing equity‑based retention incentives through at least 2027–2028 .
- Insider selling pressure: Scheduled RSU settlements on future anniversaries could create periodic sell‑side supply (e.g., tax withholding transactions), but anti‑hedging/pledging policies and clawback oversight mitigate adverse signals; monitor Form 4s around vest dates (latest filed Oct 27, 2025) .
- Pay‑for‑performance context: While Hura’s cash compensation is not disclosed, Oracle’s executive bonus framework is tied to non‑GAAP operating income growth with capped payouts and demonstrated discretion (FY2025 NEO bonuses reduced to $0 to preserve capital), signaling disciplined pay governance and a tilt toward equity‑at‑risk for senior leaders .
- Governance safeguards: No individual severance agreements, double‑trigger equity vesting on change‑of‑control, robust clawback, and strict anti‑hedging/pledging policies (no pledging by executives other than Ellison) collectively lower governance risk and limit shareholder‑unfriendly outcomes .