SAP SuccessFactors Business System Analyst

Position Overview

 seeking an experienced SAP SuccessFactors Business Systems Analyst to support HR technology integration initiatives, including mergers and acquisitions (M&A), employee data migration, process harmonization, and third-party system integrations.

The ideal candidate will work closely with HR business stakeholders, HRIS teams, technical teams, payroll providers, learning management system (LMS) vendors, and other third-party partners to gather business requirements, develop functional specifications, coordinate integration activities, and ensure successful implementation and deployment.

This role requires strong business analysis, requirements documentation, data mapping, testing, and stakeholder management skills, along with an understanding of global HR processes and SAP SuccessFactors.

Key Responsibilities

1. Business Requirements and Functional Solution Design

* Conduct requirements-gathering workshops with HR stakeholders, process owners, HRIS teams, and business users.
* Translate business needs into Business Requirements Documents (BRDs), Functional Requirements Documents (FRDs), user stories, and functional specifications.
* Analyze existing HR processes and define future-state requirements aligned with enterprise standards.
* Develop functional solution designs for SuccessFactors implementations, enhancements, integrations, and data migration initiatives.
* Maintain end-to-end requirements traceability across design, development, testing, and deployment.
* Document assumptions, dependencies, risks, decisions, and business approvals.

1. M&A Integration and HR Process Harmonization

* Support the integration of acquired companies into Lam Research’s existing HRIS and SAP SuccessFactors environment.
* Assess acquired companies’ HR systems, employee lifecycle processes, organizational structures, and data standards.
* Perform current-state and future-state process analysis to identify gaps and integration requirements.
* Facilitate harmonization of employee onboarding, organizational management, learning, and other HR processes.
* Identify opportunities to adopt standard enterprise processes while documenting and justifying necessary exceptions.
* Coordinate with HR, IT, and business teams to resolve process differences and manage stakeholder expectations.
* Identify risks associated with legacy HR systems, employee transitions, data conversion, and post-acquisition integration.

1. Employee Data Migration and Harmonization

* Develop source-to-target data mapping specifications for employee, organizational, job, and learning data.
* Support data migration from legacy HR systems into SAP SuccessFactors and related HR applications.
* Validate employee master data, job codes, departments, locations, cost centers, reporting relationships, and organizational assignments.
* Identify and resolve duplicate records, missing mandatory fields, inconsistent values, and invalid data relationships.
* Define data cleansing, transformation, validation, and reconciliation rules.
* Validate migrated learning history, course completions, certifications, and compliance training records where applicable.
* Prepare migration reconciliation reports and coordinate business sign-offs before production deployment.

1. Third-Party Integrations and HRIS Connectivity

* Gather and document integration requirements for payroll providers, learning management systems, learning experience platforms, content providers, and other HR applications.
* Support integrations between SAP SuccessFactors and external systems using APIs, file-based interfaces, middleware, or other approved integration methods.
* Collaborate with technical teams and vendors to define data formats, field mappings, transformation logic, schedules, error handling, and reconciliation requirements.
* Analyze integration failures and business data discrepancies, coordinating root-cause analysis and corrective actions.
* Define monitoring, exception handling, and operational support requirements.
* Coordinate integration design reviews, end-to-end testing, and deployment readiness across internal teams and external vendors.

1. Testing Strategy, SIT, UAT, and Deployment

* Develop test strategies and test plans based on approved business and functional requirements.
* Create test scenarios, test cases, test data, and expected results for HR processes, data migrations, and system integrations.
* Coordinate System Integration Testing (SIT), User Acceptance Testing (UAT), regression testing, and migration validation.
* Ensure traceability between requirements, test cases, defects, and business approvals.
* Manage defect triage, prioritization, resolution tracking, retesting, and closure.
* Assess change requests raised during UAT and evaluate their impact on scope, cost, and schedule.
* Support cutover planning, go-live readiness assessments, production deployment, and post-implementation stabilization.

1. Stakeholder and Vendor Management

* Serve as a liaison between HR business teams, HRIS, IT, payroll providers, third-party vendors, and project management teams.
* Facilitate workshops and resolve conflicting business and technical requirements.
* Communicate functional and technical constraints in clear business terms.
* Drive decisions on process standardization, customization, and exception handling.
* Track project risks, issues, dependencies, action items, and decisions.
* Obtain formal stakeholder approvals for requirements, solution designs, migration results, and UAT completion.

Required Qualifications

* Bachelor’s degree in Information Systems, Computer Science, Business, Human Resources, or a related field, or equivalent experience.
* 8+ years of experience in business systems analysis, HRIS, enterprise applications, or functional consulting.
* Hands-on experience with SAP SuccessFactors implementations, enhancements, integrations, or migration projects.
* Experience gathering business requirements and producing BRDs, FRDs, functional specifications, process flows, and data mapping documents.
* Experience supporting HR data migration, data cleansing, data validation, and reconciliation.
* Strong understanding of employee lifecycle processes, organizational management, employee master data, and HR operations.
* Experience coordinating system integration testing, UAT, regression testing, defect management, and production readiness.
* Experience working with third-party vendors, technical teams, and business stakeholders.
* Strong analytical, communication, documentation, problem-solving, and stakeholder management skills.

Preferred Qualifications

* Experience supporting M&A integration, acquired-company onboarding, or HRIS consolidation initiatives.
* Experience with SAP SuccessFactors Employee Central and/or Learning Management.
* Familiarity with SuccessFactors integration technologies, APIs, OData, Integration Center, SAP Integration Suite/CPI, and scheduled file interfaces.
* Experience integrating SuccessFactors with external payroll providers, LMS platforms, learning content providers, and other HR applications.
* Experience with global HR operations, multiple payroll providers, and geographically distributed stakeholders.
* Familiarity with data migration tools, reconciliation reporting, and enterprise data governance.
* Experience with cutover planning, hypercare, and post-go-live support.

Key Success Criteria

* Accurate and complete migration of acquired-company employee and organizational data.
* Successful integration of third-party HR applications and payroll interfaces.
* Alignment of acquired-company HR processes with enterprise standards.
* Complete requirements traceability and effective stakeholder sign-off.
* Successful SIT and UAT completion with critical defects resolved before go-live.
* Timely delivery of integration milestones with clearly managed risks, dependencies, and exceptions.

Ideal Candidate Profile

The ideal candidate combines strong SAP SuccessFactors functional knowledge with hands-on business analysis and integration experience. The candidate should be capable of bridging HR business requirements and technical implementation, managing complex data migration activities, and coordinating cross-functional teams during enterprise HR transformation and M&A integration projects.

Recommended screening priorities

For recruiting, I would prioritize these five areas when evaluating resumes:

* SAP SuccessFactors experience — Employee Central, Learning, or relevant HRIS modules.
* M&A and HRIS integration — acquired-company integration, process harmonization, and legacy-system consolidation.
* Data migration — source-to-target mapping, data cleansing, validation, and reconciliation.
* Third-party integrations — payroll, LMS, APIs, middleware, and vendor coordination.
* Business analysis and testing — BRD/FRD, requirements traceability, SIT, UAT, and defect management.