Blueprint and governance
The data model, including foundation objects, custom MDF objects and permission groups, is agreed with the HR process owners and the SAP competence centre before the instance is configured.
Platform implementation
SAP SuccessFactors
We roll out SAP SuccessFactors from Employee Central outwards, so time off, learning and payroll all draw on one employee record that HR trusts.
Employee Central is the anchor: foundation objects, position management, picklists and the country-specific fields each Gulf entity needs. From there the work extends to time off and time tracking, learning and the payroll link, whether pay runs in Employee Central Payroll or with a third-party provider. Payroll output must still meet the UAE Wage Protection System and Saudi GOSI and Mudad requirements, and data residency rules shape the choice of SAP data centre for the instance.
Configuration lives in the Metadata Framework, business rules and Role-Based Permissions, so we keep each of them under change control instead of editing them directly in production. Simple file integrations run through Integration Center and anything that needs mapping or orchestration through SAP Integration Suite. Where the group also runs SAP S/4HANA, employee and cost centre replication is designed once for both systems.
SAP and SuccessFactors are trademarks of SAP SE or an SAP affiliate company.
How we implement SAP SuccessFactors
From blueprint to go-live and beyond: configuration, integration and support from one accountable team.
Time off and time tracking
Time types, accrual rules, public holiday calendars and shorter Ramadan working hours configured for each Gulf entity and tested against real rosters.
Learning and mandatory training
SuccessFactors Learning set up with assignment rules and completion tracking, with mandatory training linked to job roles.
Performance and goals
Goal plans, performance forms and calibration sessions configured around your review cycle and rating scale.
Hypercare and managed support
SuccessFactors moves on a twice-yearly release cycle, first in preview and then in production, and some features arrive switched off until they are enabled in Upgrade Center. We test each release in preview, decide with HR which optional features to adopt, and watch integrations, business rules and permission changes in between.
Signs SAP SuccessFactors fits your organisation
SAP SuccessFactors makes most sense where SAP already runs finance or payroll, so HR, cost centres and postings share one vendor's integration model.
- SAP S/4HANA or SAP payroll already in use, or planned
- An SAP competence centre or team able to own the HR configuration
- A clear choice between Employee Central Payroll and a third-party payroll
- Foundation objects agreed across every legal entity
Plan SAP SuccessFactors with Hosn Al Tomoh
Tell us what the platform needs to do and when. We will propose a first phase with scope, team and an itemised quotation.