SuccessFactors at the center. Everything else in step.
Employee Central should be your single source of truth for people data. In practice, payroll, finance, identity and a handful of vendors all need that data, and each connection was built at a different time on a different tool. We make those integrations reliable, current and easy to support.
Three reasons HR integrations are back on the list.
SAP is retiring older ways to connect
SAP has announced the retirement of basic-authentication access, older Employee Central SFAPIs and legacy People Profile APIs. Integrations that rely on them need to move to OAuth and the current OData APIs.
Many HR integrations run on aging tools
Often the Boomi edition that came with SuccessFactors, PI/PO, or custom scripts that only one person understands.
An S/4HANA move changes HR integration
In S/4HANA, employees are also business partners, and Employee Central flows need to be designed for that. Most migration plans underestimate it.
Employee Central and everything around it.
| Integration | What it does |
|---|---|
| Employee Central → S/4HANA or ECC | Employee, position and org data for finance, procurement, travel and projects, including business partner sync in S/4HANA |
| S/4HANA → Employee Central | Cost centers and company structure, so HR uses finance's structure |
| Payroll | Employee Central Payroll, or third-party providers such as ADP, with clear error handling |
| Time and attendance | Time data to payroll and project accounting |
| Identity | User provisioning to SAP Identity Services and Active Directory, so joiners and leavers are handled automatically |
| Benefits, background checks and other vendors | Standard, monitored file and API exchanges instead of one-off scripts |
From health check to monitoring.
Health check (fixed price)
Every SuccessFactors integration, the APIs and authentication it uses, the platform it runs on, and a ranked, costed plan.
Rebuild and modernize
Integrations moved onto SAP Integration Suite, using SAP's prepackaged SuccessFactors content where it fits, with regression testing.
S/4HANA readiness
Employee Central to S/4HANA flows designed as part of your migration program.
Monitoring
Alerts and support under managed services, so payroll problems are caught before payday.
Managed services →The BOND Method, for HR integration.
Blueprint
Inventory, retirement-risk check, target design and a costed plan.
Orchestrate
Pilot one integration end to end, often Employee Central → S/4HANA or identity.
Navigate
Rebuild in waves with regression testing, scheduled around payroll cycles.
Deliver
Cutover, runbooks and optional monitoring.
Check your SuccessFactors integrations before an API retirement does.
A fixed-price health check shows which integrations are at risk and what it takes to fix them.