By Lennart Jonsson
Our skilled colleague Lennart Jonsson has written a blog post where he shares his thoughts on being the solution manager for the implementation of a HR project, within SAP SuccessFactors . Here he encounters both joys and challenges.
Being a solution manager in a HR project, which includes all or part of SAP SuccessFactorsis a challenging but at the same time very inspiring job. This is because a HR implementation consists of a number of different parts. These are important parts, big and small, that you might not think about at the start of a project - unless you have experience in the role of solution manager.
Module manager vs solution manager
In a project, it is natural for all module managers to ensure that their module works properly, but it is also incredibly important that someone ensures that the modules work well together. In my experience, it's an advantage if the person responsible for master data and Employee Central is also responsible for the solution, because this is a role that ensures that the whole thing is followed up.
Capturing all the fields and all the data needed by the various customers is important. But when you have to merge it all with the other modules, with the processes, logins, integrations, tests, changing processes and maybe even new processes, then it can all become very complex. Something that seems like a small change in one module may affect functions in other modules. In these cases, there is a need for a solution manager, one who sees the whole, one who keeps track.
Q&A
Since I have the role of solution manager, many customers expect, understandably, that I will be able to answer all questions, in all meetings. Of course, it would have been nice if this could be done, but unfortunately that is not always the case. Despite the fact that I, and the other solution managers in Sariba, have many years of experience both in the role, but also in projects, it is the case that even those projects with the same starting point, often take their own direction, and each implementation is therefore unique.
Another fact that makes the job extra complex is that SAP comes with two system updates a year. This is a joy for everyone who has SAP SuccessFactors because it offers both new and improved features and processes. But when you are in the middle of an implementation, you suddenly have to take these changes into account, and weave them in, where it is compatible.
I have never before had a role where the motto "life is a lifelong learning" fit in better
Requirements also for the customer
A HR implementation also places great demands on the customer. At Sariba, we can help you with "best practice", experience from other customers, and we can give you good advice. But we cannot decide which fields, processes and the like you should use. A good collaboration with the customer's HR and IT department is therefore very important. The same applies to cooperation with any third-party suppliers who currently supply other systems to the customer.
The most fun part of my job is when I can contribute to new work processes; processes that perhaps no one has really thought of before, but which solve a customer's needs, and which improve a customer's working day. To succeed in my role, one must have expert knowledge mixed with innovative thinking and many, many meetings 😊. This makes the role both interesting and exciting.
Sariba is as much a family as an employer. We work closely together and benefit from each other's skills. In this way, we deliver the best implementations we can, and we learn ever better and new ways to do this.
I have never before had a role where the motto «life is a lifelong learning» fit in better😊
/ Lennart