Director, Enterprise Data Management SAP Transformation

Role: Director, Enterprise Data Management SAP Transformation

Location: Downtown Houston, TX (Onsite) OR Dallas, TX (Onsite)

Duration: 12+ month C2H

We are seeking a senior SAP Data Lead / Director of Enterprise Data Management to lead data strategy and execution for a major multi-year business transformation program. This role will own enterprise data governance, master data, metadata, data quality, and analytics readiness in support of a large-scale SAP S/4HANA transformation across multiple markets and business units.

This is a highly visible leadership role for someone who has led multiple SAP implementations, understands complex enterprise data environments, and can build scalable data operating models across global teams.

What you'll do:

• Own enterprise data strategy aligned to SAP transformation goals
• Lead data governance, MDM, metadata, and data quality frameworks
• Drive data readiness, migration, and architecture across SAP and connected platforms
• Build and scale a Data Center of Excellence
• Lead cross-functional teams across business, IT, reporting, and OCM
• Support a complex multi-release transformation with parallel waves and large program scope

What we're looking for:

• Director-level leadership in enterprise data or SAP transformation
• Multiple SAP ECC / SAP S/4HANA implementations
• Deep experience with data migration, data governance, master data, and SAP data architecture
• Strong background in energy, fuel distribution, utilities, or commodity trading
• ETRM experience required/preferred, ideally RightAngle
• Experience leading large cross-functional teams and global stakeholders
• Strong executive communication and program leadership skills

This is an outstanding opportunity to lead the enterprise data foundation for a major transformation in a complex, high-impact environment.

What Is MOST Important for This Role

These are the non-negotiables and core priorities the hiring manager emphasized.

1. Seniority & Credibility

• The person must be senior enough to go toe-to-toe with Director/Senior Director stakeholders.
• They need "war stories" - someone who has lived through implementations and can advise.
• Not just technical execution - strategic thinking and credibility with leadership.

2. SAP Experience (Critical)

• SAP expertise was called out as fundamental / critical.
• Even if someone has ETRM tools, SAP knowledge is the baseline requirement.

3. Industry Knowledge (Major Gap Previously)

One of the biggest problems with team was:

Lack of downstream oil & gas domain knowledge, specifically:

• Fuel distribution
• Rack-forward retail fuel systems
• Pricing nuances
• Data management for retail fuel

Also important:

• Understanding the difference between US vs Canadian fuel pricing markets

This domain knowledge is a big differentiator.

4. Hands-On Technical Leadership

Even though this is a director-level role, Sunoco culture expects leaders to:

• Roll up their sleeves
• Work directly in Excel / PowerPoint
• Participate in execution

This is not a "pure people manager" role.

5. Ability to Coordinate Complex Implementation

Success in the first 3 6 months means:

• Managing testing cycles
• Coordinating teams across locations
• Driving toward SIT and mock testing cycles
• Supporting North American release

This role is program coordination + technical leadership.

2. What Is LESS Important

These factors were clearly secondary or flexible.

ETRM System Experience

Helpful but not required.

Examples mentioned:

• Allegro
• RightAngle

But the hiring manager said:

"It's going to be difficult to find someone with ETRM."

So it's a nice-to-have, not a must-have.

Exact Industry Background

They want industry knowledge, but they are open to adjacent experience.

Example discussed:

• Someone from Parkland / Elbow River years ago
• Has been consulting since

So older industry experience is still acceptable.

Exact Location

But acceptable locations:

• Texas (Houston / Dallas)

Reason:

• SAP team in Houston
• Stakeholders across Dallas and Canada

So geography is flexible if the candidate is strong.

3. Gaps Prasanna Had (Important Insight)

This is critical for understanding what the replacement must improve.

1. Lack of Industry Knowledge

Biggest gap.

Prasanna and team struggled with:

• Downstream oil & gas nuances
• Retail fuel pricing
• Rack-forward systems

They were technically strong but lacked domain expertise.

2. Team Knowledge Gap

The issue wasn't just Prasanna - his team also lacked industry understanding.

Which means the new hire must:

• Provide subject matter leadership
• Guide the team

3. Otherwise He Was Strong

The hiring manager actually praised Prasanna in several areas:

Strengths:

• Pragmatic
• Forward-thinking
• Problem solving
• Technically strong
• Confident thinking outside the box