We are looking for an experienced Programme Manager / Solutions Architect on a two-year contract to lead a multi鈥慶ountry optimisation of SAP SuccessFactors Employee Central (EC) and adjacent Talent modules, with an integrated Job Architecture workstream and a step鈥慶hange in reporting and analytics. The role combines end鈥憈o鈥慹nd programme leadership with solution architecture accountability鈥攐wning 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鈥憇ervices context. Please note, this position will require travel to East and West Africa as part of its responsibilities.
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鈥慸ata 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鈥憈o鈥慹nd flows across onboarding/offboarding, performance, and engagement.
- Deliver at pan鈥慉frica scale, enabling regional reporting (East & West Africa), consistent processes, and controlled local variance.
Key Responsibilities
Programme leadership
- Own the plan鈥憃f鈥憆ecord, 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鈥憈o鈥慼ire, 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鈥慸ata 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鈥慶entre/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鈥慸ata 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鈥慶ountry views; enable self鈥憇ervice analytics and data stewardship.
Change, risk & compliance
- Drive org鈥憌ide adoption: training, communications, role鈥慴ased security, and cutover planning across 11 countries.
- Ensure privacy, information security, and statutory compliance for each jurisdiction; maintain data retention and audit controls.