Programme Manager / Solution Architect - SAP SuccessFactors (2 year Contrac at Deloitte

Johannesburg, Gauteng, South Africa -

Full Time

Start Date

Immediate

Expiry Date

07 Jun, 26

Salary

0.0

Posted On

09 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Sap Successfactors, Employee Central, Talent Modules, Job Architecture, Reporting, Analytics, Solution Architecture, Data Architecture, Integrations, Job Profile Builder, Smartrecruiters, Mulesoft, ServiceNow, Sap People Analytics, Sap Analytics Cloud, TOGAF

Industry

Business Consulting and Services

Description

Company Description At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek. Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems. Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. Job Description Main purpose for the role Lead a multi‑country optimisation of SAP SuccessFactors Employee Central (EC) and adjacent Talent modules, with an integrated Job Architecture workstream and a step‑change in reporting and analytics. The role combines end‑to‑end programme leadership with solution architecture accountability—owning the target business and data architecture, governing upstream/downstream integrations (including recruitment applicant tracking system), and ensuring benefits realisation across 11 countries and three businesses in a professional‑services context Scope and outcomes Stabilise & optimise EC against global/NSE blueprints; reduce manual work, improve data quality, and harden position management, org relationships, and core HR processes. Embed a practical Job Architecture (levels, families, roles) aligned with Job Profile Builder (JPB), position management and downstream consumers (Rewards, Mobility, Finance). Industrialise reporting by delivering a centralised people‑data repository and standardised dashboards that integrate Employee Central, the recruitment applicant tracking system, Compensation, Benefits, Mobility and Payroll - shifting from spreadsheet extracts to SAP People Analytics / People Stories and SAP Analytics Cloud. Rationalise the talent stack, decommissioning legacy tools and enabling end‑to‑end flows across onboarding/offboarding, performance, and engagement. Deliver at pan‑Africa scale, enabling regional reporting (East & West Africa), consistent processes, and controlled local variance. Key Responsibilities Programme leadership Own the plan‑of‑record, RAID, budget, vendor management, and benefits realisation across multiple releases (incl. hypercare). Coordinate Consulting/Systems Integrator teams and internal enabling areas. Govern scope and prioritisation via a clear decision framework; run Design Authorities for process, data, and integration changes. Stakeholder management up to ExCo; translate complex architectural decisions into business outcomes with measurable KPIs (time‑to‑hire, data quality, reporting cycle time, etc.). Solution & data architecture Define and maintain the target HR technology architecture, with EC as core HR and SmartRecruiters as ATS, covering upstream/downstream flows (payroll, identity, finance, DWH/analytics, service management). Oversee integrations built on the enterprise ESB (e.g., MuleSoft) and supporting platforms (e.g., ServiceNow) to ensure resilient, secure, and performant interfaces. Resolve interface complexities such as employee vs. onboardee master‑data distinctions to prevent leakage into downstream systems. Establish architectural standards for metadata, reference data, and data lineage across HR domains, ensuring auditability and regulatory compliance. Job Architecture enablement Lead the design and rollout of job families, levels, profiles, and governance, fully integrated with EC (position management) and organisational design processes; align cost‑centre/reporting relationships with the HRIS. Embed operating procedures and ownership models to keep job architecture evergreen and usable by business stakeholders. Reporting & analytics Stand up a centralised people‑data repository and canonical data model, integrating EC, SmartRecruiters, Compensation, Benefits, Mobility and Payroll for automated reporting and dashboarding. Deliver enterprise dashboards using SAP People Stories and SAP Analytics Cloud; codify standard metrics and cross‑country views; enable self‑service analytics and data stewardship. Change, risk & compliance Drive org‑wide adoption: training, communications, role‑based security, and cutover planning across 11 countries. Ensure privacy, information security, and statutory compliance for each jurisdiction; maintain data retention and audit controls. Qualifications Bachelor’s or Master’s in Information Systems, Engineering, HRIS, or related discipline. SAP SuccessFactors certifications (EC essential; Talent modules advantageous). Certification in enterprise architecture (TOGAF) and/or programme management (PgMP/MSP) preferred. Must‑have experience 15+ years in HR technology delivery with 8+ years leading large, multi‑country programmes in SAP SuccessFactors (EC core), including optimisation or transformation phases. Proven Solution Architect for HR platforms with hands‑on design authority across EC + SmartRecruiters integrations and adjacent modules (Onboarding, Performance/Goals, Rewards). Track record delivering pan‑regional programmes across Africa or comparable markets, coordinating complex stakeholder landscapes and country‑level variances. Deep expertise in reporting/analytics architectures (data models, KPI standardisation, and SAC/People Stories), moving organisations away from manual Excel‑based reporting. Demonstrated success integrating Job Architecture with HRIS (JPB, position management), organisational design, Rewards, and downstream processes. Technical Competencies SAP SuccessFactors EC configuration principles; Job Profile Builder; position/org management; role‑based permissions. Recruitment Applicant Tracking System ↔ EC end‑to‑end data flows, payload design, and error‑handling; familiarity with employee vs. onboardee patterns. Integration patterns via MuleSoft (or equivalent ESB), ServiceNow service processes, and connectivity to payroll, finance, identity, and analytics platforms. Reporting stack: SAP People Stories / SAP Analytics Cloud, semantic models, data lineage, and stewardship operating models. Additional Information Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements. Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information. To help you look out for potential recruitment scams, here are some Red Flags: Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies. Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process. Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand. If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email. At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups. We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive. If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.

Responsibilities

The role involves leading a multi-country optimization of SAP SuccessFactors Employee Central and adjacent Talent modules, integrating a Job Architecture workstream and enhancing reporting and analytics capabilities. Key duties include owning the end-to-end program leadership, defining the target business and data architecture, and governing all upstream and downstream integrations across 11 countries.