Enabling Job Profiles vs Position Profiles

Summary:

We are in the process of refining our talent management configuration in Oracle HCM Cloud and would appreciate insights from organizations that have implemented Position Management, specifically around the use of Job Profiles versus Position Profiles.

Our current setup includes Position Management, and we are evaluating whether to:

• Enable only Position Profiles, or
• Enable both Job Profiles and Position Profiles
  

Content (please ensure you mask any confidential information):

We are trying to better understand how other organizations have approached this decision and what factors influenced their configuration. Some of the key questions we are exploring:

• Functional Coverage
  If we rely solely on Position Profiles, are we missing out on any core functionality that is dependent on Job Profiles? For example, are there impacts on modules like Talent Management, Performance Management, or Career Development?