SAP SuccessFactors Consulting Services
SAP SuccessFactors is a suite, not a single product — and the order in which you implement its modules has more effect on the outcome than almost any configuration decision. Employee Central is the foundation; everything else works better once it is right.
CssInfotech implements, integrates and supports SuccessFactors across Employee Central, Recruiting, Onboarding, Performance & Goals, Compensation, Succession, Learning and Time Tracking — including the integration back into SAP S/4HANA payroll and finance.
SuccessFactors Modules We Implement
We work across the suite. Where we are strongest is in getting the core data model and permissions right, because every other module inherits them.
Employee Central
The core HR system of record, and the foundation for everything else.
- Foundation objects, corporate data model and succession data model
- Position management and organisational structure design
- Business rules, workflows and event reason derivation
- Role-Based Permissions (RBP) design that scales
- Global assignments, concurrent employment and country localisations
Recruiting & Onboarding
Requisition to first day, without the spreadsheet handovers.
- Recruiting Management: requisitions, templates and approval routing
- Recruiting Marketing and career site configuration
- Candidate experience and application workflow design
- Onboarding with new hire tasks, data collection and provisioning
- Offer approval and seamless conversion into Employee Central
Performance & Goals
A review cycle managers complete rather than avoid.
- Goal plans with cascading and alignment
- Performance forms, rating scales and calibration sessions
- Continuous performance management and 1:1 check-ins
- 360 reviews and multi-rater feedback
- Route maps designed around your real approval chain
Compensation
Annual review cycles that run without manual reconciliation.
- Compensation plans, budgets, guidelines and eligibility rules
- Merit, bonus and long-term incentive worksheets
- Salary structures, pay ranges and market data handling
- Total compensation statements
- Variable pay and business goal-linked bonus plans
Learning (LMS)
Compliance training you can evidence to an auditor.
- Curricula, learning plans and assignment profiles
- Compliance and certification tracking with audit reporting
- Content integration: SCORM, AICC and external providers
- Instructor-led, virtual and blended learning scheduling
- Learning history migration from legacy systems
Time & Succession
Time capture and talent pipeline, connected to the core.
- Time Tracking and Time Off: accruals, holiday calendars, absence rules
- Time valuation, overtime and premium calculation
- Succession planning, talent pools and nine-box calibration
- Career development plans and competency frameworks
- People Analytics and Story-based reporting
Why Employee Central Has to Come First
We regularly get called in to fix a suite where Recruiting or Performance was implemented before the core data model was settled. It is an expensive sequence to correct.
What everything else inherits from EC
Change any of these later and you are retesting permissions and workflows in every module that depends on them.
- The organisational structure your workflows route through
- Position management, which drives requisitions and succession
- Role-Based Permissions, which control every module's visibility
- Foundation objects: legal entity, business unit, cost centre, job classification
- Event reasons, which determine reporting accuracy across the suite
What good sequencing looks like
A sequence that reflects real dependencies rather than which module the business is most excited about.
- Employee Central foundation, data model and RBP first
- Then the module with the clearest business pain
- Recruiting and Onboarding together, never separately
- Compensation after Performance, so ratings can feed guidelines
- Integration to payroll and finance designed from day one, not retrofitted
Our SuccessFactors Services
Implementation is a short phase in a long relationship with the platform. We support the whole of it.
Implementation
Full or phased module rollout using SAP Activate.
- Discovery and process design workshops
- Iterative configuration with regular business validation
- Data migration and validation cycles
- Testing, training and go-live support
Integration
HR data has to reach payroll, finance and IT systems.
- Employee and organisational replication to SAP S/4HANA or ECC
- Payroll integration: SAP Payroll, Employee Central Payroll or third party
- Identity and access provisioning to Active Directory and IdPs
- Integration Center for simple flows, SAP CPI for complex ones
Release Management
Two releases a year, whether you are ready or not.
- Release note assessment against your configuration
- Preview tenant testing before production release
- Opt-in feature evaluation and recommendation
- Regression test packs reused each cycle
Optimisation
Fix what an earlier implementation got wrong.
- Data model and foundation object rationalisation
- RBP redesign where permissions have become unmanageable
- Workflow and business rule simplification
- Adoption analysis and process streamlining
Reporting & Analytics
Answers HR can produce without raising a ticket.
- People Analytics and Story-based reports
- Canvas and table report migration to Stories
- Headcount, attrition and diversity dashboards
- Integration into SAP Analytics Cloud
Support & AMS
Ongoing ownership after the project team leaves.
- Ticket-based functional and technical support
- Configuration changes and new country rollouts
- Annual cycle support: performance, compensation, benefits
- Admin training so routine changes stay in-house
Our SuccessFactors Implementation Approach
SuccessFactors projects succeed or fail on HR process decisions and data quality, not on configuration skill.
- Discover & sequenceWe map your HR processes and agree a module sequence based on real dependencies and business pain, not enthusiasm.
- Design the coreData model, foundation objects, position management and RBP designed and documented before module configuration starts.
- Iterate with HRConfiguration in sprints with HR reviewing working software regularly. HR requirements change once people see the system.
- Data migration cyclesRepeated mock loads with HR-owned data quality reporting. Employee data is always messier than anyone expects.
- Test & trainEnd-to-end and user acceptance testing including permissions testing per role, then manager and employee self-service training.
- Go-live & cycle supportLaunch support plus coverage through your first full annual cycle — performance review or compensation round.
Benefits You Should Expect
Concrete outcomes, rather than "digital transformation of HR".
- One source of employee truth — no more competing headcount numbers
- Manager self-service — routine changes stop queuing at the HR inbox
- Faster hiring — requisition to onboarding without rekeying data
- Audit-ready compliance — training and certification evidence on demand
- Global consistency with local rules — one model, country localisations
- Continuous innovation — two SAP releases a year, no upgrade project
- Real HR analytics — attrition and diversity reporting HR runs itself
- Payroll accuracy — clean replication reduces payroll correction cycles
Industries We Serve
Workforce structure differs enormously by sector, and it drives the configuration.
Why Choose CssInfotech for SuccessFactors
HCM projects are people projects. The technical configuration is the easier half.
We insist on the core first
If you ask us to implement Performance before Employee Central is sound, we will explain the cost of that sequence. Some partners simply take the order.
RBP designed to scale
Role-Based Permissions is where SuccessFactors implementations most often become unmaintainable. We design it as a model, not as a growing pile of exceptions.
Integration capability in-house
Our CPI team is in the same company, so employee replication and payroll integration are not a separate vendor and contract.
Release cycle handled
We assess each half-yearly release against your actual configuration and test in the preview tenant, so releases stop being a surprise.
Remediation experience
A good share of our work is fixing earlier implementations — data model cleanup, permission redesign, workflow simplification — without a full reimplementation.
Admin enablement
We train your HR administrators to make routine changes themselves. Paying a consultant to add a picklist value is not a good use of your budget.
SAP SuccessFactors FAQs
Do we have to implement Employee Central first?
Not technically — talent modules can run standalone against a basic employee file. But in practice, if you intend to use Employee Central eventually, doing it first saves significant rework, because organisational structure, position management and Role-Based Permissions all flow from it. Implementing talent first and EC later usually means reconfiguring workflows and permissions across every module.
How long does a SuccessFactors implementation take?
Employee Central alone for a single-country organisation is typically three to five months. A multi-country EC rollout with Recruiting, Onboarding and Performance is commonly nine to eighteen months, usually phased. The pacing constraint is nearly always HR availability for design decisions and data cleansing, not configuration effort.
How do the twice-yearly releases affect us?
SAP delivers two releases a year, in the first and second half. Some changes are automatic, others are opt-in. You get a preview tenant ahead of production, which is where testing should happen. We assess release notes against your configuration, flag what genuinely affects you, and run a regression pack — so releases become routine rather than disruptive.
Can SuccessFactors integrate with our existing payroll?
Yes. Standard integration content exists for SAP Payroll and Employee Central Payroll, and we build integrations to third-party and country-specific payroll providers using Integration Center for simple extracts or SAP CPI for anything involving transformation and error handling. Payroll integration should be designed at the start of the EC project, not after go-live.
Our SuccessFactors was implemented badly. Can it be fixed?
Usually, yes, and rarely by reimplementing. We assess the data model, foundation objects, permissions and workflows and identify which specific decisions are causing the pain. Targeted remediation — often RBP redesign and foundation object rationalisation — typically resolves most of it at a fraction of reimplementation cost.
Can you support us without having implemented the system?
Yes. We start with a configuration review to understand what exists and document the gaps, then agree a support scope. That review is worth doing regardless, because inherited SuccessFactors tenants are commonly undocumented.
Related SAP Services
SuccessFactors programmes usually involve these services too.
Get Your SuccessFactors Foundation Right
Whether you are starting fresh or fixing an earlier rollout, we will review your situation and recommend a module sequence and data model that will not need unpicking in two years.