Job Description:
Responsibilities
1. Solution Ownership & Governance- Oversee the solutioning and working of the Consultants managing the SAP SuccessFactors landscape in the support environment.
- Oversee the overall maintenance of solution architecture across key modules such as Employee Central, Performance & Goals, Compensation, Recruiting, Onboarding, and Learning.
- Ensure alignment of system configurations and enhancements with business processes and global HR policies.
- Define and enforce governance frameworks, design standards, and change management procedures.
2. Support & Incident Management- Collaborate with Support Consultants for day-to-day operations.
- Provide expert-level guidance and resolution for complex incidents, problems, and service requests escalated by the L1/L2 support teams.
- Coordinate with L3 functional consultants for root cause analysis of recurring issues and implement preventive actions.
3. Release & Change Management- Oversee quarterly release reviews, impact assessments, and regression testing planning for SuccessFactors updates.
- Evaluate new features, innovations, and deprecations in SAP SuccessFactors release notes, advising on adoption strategy.
- Ensure smooth deployment of configuration changes, patches, and integrations into production.
4. Continuous Improvement- Partner with HR and IT stakeholders to identify enhancements, process optimizations, and automation opportunities.
- Drive system upgrades, module expansions, and UX improvements using SAP best practices.
- Manage mini-projects or enhancements related to new functionalities, integrations, or compliance requirements.
5. Leadership & Collaboration- Provide functional leadership to SuccessFactors support consultants and technical teams.
- Collaborate with HR business owners, IT teams, Info Security, Data Privacy, Auditors and external vendors to ensure SLA adherence and system reliability.
- Mentor and guide junior consultants in technical and functional troubleshooting
Desired Skills and Qualifications
- undefined
- 8+ years of overall SAP HR / HCM experience, including 5+ years in SAP SuccessFactors.
- undefined
- Should have minimum 2 E2E implementations in SuccessFactors. E2E Implementation should be a greenfield project with multiple modules of SuccessFactors being implemented and having geographic spread of 30+ countries.
- undefined
- Should have handled minimum 3+ SuccessFactors support projects with client having a large geographic spread. Exposure to clients with geographic spread which includes Asia, Americas and Europe.
- undefined
- Employee Central technical skillset is mandatory and should have worked on all sub modules/features in Employee Central. Should have Time Off Implementation experience across multiple geographies.
- undefined
- Expected to have in-dept process knowledge of other modules like Recruiting, Onboarding and PMGM.
- undefined
- Should have worked on Employee Central Integrations etc to various systems. Deep understanding of SuccessFactors architecture, data model, and integrations (via CPI, Integration Center, APIs).
- undefined
- Experience managing quarterly releases, change control, and test cycles.
- undefined
- Excellent analytical, problem-solving, and stakeholder management skills.
- undefined
- Strong communication and leadership abilities, with experience managing offshore/onshore support teams.
- undefinedNice to have skills:SuccessFactors Associate Level Certification in Employee Central. Additional modules certification would be an added advantage.Experience managing multi-country landscapes and localization requirements.undefined
At DXC Technology, we believe strong connections and community are key to our success. Our work model prioritizes in-person collaboration while offering flexibility to support wellbeing, productivity, individual work styles, and life circumstances. We’re committed to fostering an inclusive environment where everyone can thrive.
Recruitment fraud is a scheme in which fictitious job opportunities are offered to job seekers typically through online services, such as false websites, or through unsolicited emails claiming to be from the company. These emails may request recipients to provide personal information or to make payments as part of their illegitimate recruiting process. DXC does not make offers of employment via social media networks and DXC never asks for any money or payments from applicants at any point in the recruitment process, nor ask a job seeker to purchase IT or other equipment on our behalf. More information on employment scams is available here.
