SAP SuccessFactors Experts in Frankfurt
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Meet FRATCH Experts in Frankfurt, who have recently used SAP SuccessFactors
Nick S.
Last position:
Interim HR Manager & HR AI Consultant at Nick's Advisory
I founded Nick's Advisory to make HR management, HR project delivery, and AI expertise available to companies on a temporary basis when internal capacity or experience is lacking.
Services:
- HR interim management: taking over the HR business partner or HR manager role during restructuring, growth, or a vacant leadership position, on a daily or hourly basis
- HR consulting: projects around reorganization, talent acquisition, separation processes, and building HR structures
- AI consulting for HR teams: selection, introduction, and use of AI tools in HR processes
Steffen E.
Last position:
Domain Lead FI, CO, HR, Investor Relations at Douglas Group
- Process Owner SAP ERP 8 FI, CO & Investor Relations
- Process Owner SAP Success Factors
- Responsible for 4 teams, 39 FTE
- Full responsibility for end-to-end processes in SAP for Finance, Controlling, HR, Investor Relations
- Interface to certified public accountants for Finance IT (KPMG)
- ITIL-4 implementation for service request change request and project management with Service Now (Project Manager)
Christina K.
Last position:
Founder | Freelance & Interim Talent Acquisition | Recruiting Consultant at Christina Sophia Knappe Consulting
- 100% Remote | Germany & Europe
- Freelance and interim support in talent acquisition, recruiting and executive search
- Flexible and short-term support for companies during recruiting peaks, temporary resource shortages and project-based talent acquisition needs
- Fast assumption of operational recruiting responsibility through many years of experience in in-house recruiting, RPO and recruitment consulting
- End-to-end recruiting from requirements analysis through active sourcing, direct search and interviews to selection, offer management and onboarding
- Targeted support for hard-to-fill positions through active sourcing, direct search and executive search
- Advising HR and hiring managers on recruiting, sourcing and hiring strategies
- Support with recruiting process optimization, standardization and further development of existing recruiting processes
- Independent management of parallel vacancies and recruiting projects with a short onboarding period and a high degree of operational independence
- Project-based engagement without long-term headcount expansion – 100% remote and flexible in Germany and Europe
Pavan K.
Last position:
Workday Consultant at Kognitiv Inc
- Led business requirements workshops and interactive prototyping sessions across global workstreams, translating complex HR needs into functional specifications and updated implementation workbooks.
- Partnered with cross-functional project managers, business analysts, and third-party implementation partners to drive strategic digital HR transformation and enhance end-user experience across matrixed organizations.
- Participated in gathering Business requirements through Walk through work sessions and prototyping business solutions helping business in updating the workbooks.
- Maintained and optimized the Workday HCM suite to ensure peak system performance.
- Implemented Absence,Time Tracking,HCM Core support for countries like US, Philippines, Germany, Portugal, Chile, Mexico, Azerbaijan etc.,
- Create new time off plans, accruals. Implemented Time and Absence for Created/updated Time Offs, Time Off Plans, Time Off Accruals, Leave of Absences.
- Create advanced reports using calculated fields.
- Managed and Implemented new Application Tracking system GreenHouse Implementation.
- Acted as SPOC and configurator for Greenhouse Implementation.
- Evaluate Workday release items, test and implement the new features.
- Engineered and optimized complex Workday Business Processes (BPs) with advanced condition rules, dynamic approval routing, and step delay logic to streamline the entire worker lifecycle (Hire, Job Change).
- Executed large-scale bulk data loads using Enterprise Interface Builders (EIBs) for global worker data updates, maintaining 100% data integrity, audit readiness, and strict GDPR compliance.
- Served as the functional SME for Core HCM, collaborating closely with upstream/downstream module owners (Time Tracking, Absence, Compensation, Payroll) to ensure seamless data flows and zero-downtime hypercare support.
Ismail B.
Last position:
HR Advisor at AVAYA GmbH & Co. KG
- Support of HR processes throughout the entire employee lifecycle - from onboarding and transfers to salary changes and offboarding
- Preparation of employment contracts and references and maintenance in SAP SuccessFactors
- Management of personnel files, archiving of documents, and monitoring of deadlines for follow-up processes
- Handling inactive employment relationships
- Processing compensation-related changes - e.g. recurring payments, deductions, one-time payments, and reimbursements
- Handling work and commuting accidents and reporting them to the employers' liability insurance association
- Responding to employee questions about statutory and internal benefits such as parental leave, educational leave, or company car policies
- HR correspondence via email, mail, phone, and the HR ticketing system
- Close cooperation with HR Business Partners, Payroll, Finance, fleet management, and other internal interfaces
- Support of HR initiatives within the scope of M&A and Human Capital Management
- Ensuring compliance with legal and internal company requirements
- Creating reports and ensuring a reliable data basis
Navin H.
Last position:
Interim Recruiting Manager at Opmobility
- Business area: Automotive / exteriors
- Lead recruiter for all plant areas (technicians, operators, engineers - blue and white collar)
- Supporting central talent acquisition for manager and back-office positions
- IT/HR systems: SuccessFactors, SAP HCM
- Creating reports on recruiting activities and maintaining and customizing the applicant management system (ATS/HRIS)
- Conducting telephone and virtual interviews to make an initial assessment of candidates
- Creating and publishing job ads on internal and external platforms to attract candidates
- Managing candidates from application to contract drafting
- Actively sourcing and recruiting candidates through various business platforms (e.g., LinkedIn, XING, Stack Overflow)
- Supporting department heads in selecting suitable candidates and optimizing interview processes
- Employer branding and personnel marketing
- Advising HR management on all matters related to the recruiting process and strategic talent acquisition
- Reviewing and evaluating applications as well as organizing and moderating interviews with departments
Ulrike W.
Last position:
Interim HR Business Partner at Industrial Company
Onik M.
Last position:
SAP SuccessFactors & S4HANA Consultant at Banking Industry
Extracted relevant infotypes from SAP HCM for migration to SuccessFactors Employee Central and mapping to ECP fields.
Configured P2P integration including BAPI setup and secured data exchange with HTTPS and OAuth protocols.
Set up foundational settings in Recruiting (REC) including roles, permissions, and job requisition templates.
Implemented Career Site Builder to create a branded candidate experience and integrated external job boards.
Configured candidate application workflows, screening, interviewing, and hiring communication templates.
Set up pre-screening questions and assessment tools including DHB sanction list checks.
Implemented automated background check and KYC integration with external vendors in the REC module.
Localized job requisition templates to reflect regional job titles and regulatory compliance.
Customized onboarding document templates and localized document archiving protocols (DRTM).
Adjusted onboarding forms to capture country-specific employee information including Form I-9.
Enabled Form I-9 remote document verification and integrated eVerify with SuccessFactors.
Set up automated reminders for employees and HR to complete I-9 sections within deadlines.
Configured pre-Day 1 access for new hires to complete tasks and mandatory trainings prior to start date.
Enabled e-signature integration for onboarding documents to support remote verification.
Technologies: SAP SuccessFactors, BTP, CPI, HCM onPremise, EC, ECP, REC, ONB, Form I-9, eVerify, S4HANA.
Kevin G.
Last position:
AI Strategy & Governance / Freelancer at Al Gambit
- Architect AI strategies and smart business processes for companies implementing AI initiatives.
- Focus on pragmatic and trustworthy AI integration delivering tangible operational value.
Shreya B.
Last position:
Technical Leader at SLK Software
- Participate in quality workshops for requirements gathering and fit/gap analysis
- Demonstrated different QMS modules/processes with focus on customer requirements
- Design and implementation of cloud based quality system reducing manual efforts for the client
- Collaboration with cross functional teams to define and document system requirements
- Understanding the existing business process flow and suggesting improvements over moving to new quality systems
- Managed the implementation of a data migration strategy from legacy system to cloud
- Providing solution walkthrough to the business users
- Involved in integration of quality system with different third party systems
- Preparing weekly status report and presenting the same to business users and project stakeholders
Bertrand L.
Last position:
Business System Analyst - Freelancer at Deutsche Bank
- Implementation of Dayforce payroll system at DB Portugal
- Preparation of test and production environment with vendor
- Gathering, verification and upload of masterdata
- Management of the testing phase to ensure quality of system
- Lead creation of interface between Workday & Dayforce in collaboration with IT Central team and vendor
- Creation of a new payroll KOP
- Ensure the archiving of data from legacy system
- Act as deputy project manager for topics related to set-up of payroll system and project management (planning, issue log, escalation, vendor management)
- Support the Global Payroll Governance team
- Contact person for SOC 1 audit performed by EY for topics related to HRIS & Payroll ADP & Dayforce payroll systems
- Review and enhancement of global payroll governance KPIs
- Compensation & Benefits consulting during contract negotiations with new vendors
- HRIS consultancy
- Central guidance of local HR team DB France and IT Central team to implement changes in Time & Attendance module in Workday
- HR Operations support transfer of training software from Cornerstone to Workday for DB France
- Labor law
- Business analytics & KPIs
Helge B.
Last position:
Solution Architect at Deutsche Bahn
- Responsible for the end-to-end application and integration architecture of the Hamburg S-Bahn maintenance digitization program. A highlight is the introduction of robots and fixed camera towers to automate vehicle inspections, allowing AI image algorithms to assess train conditions during operation.
- Deutsche Bahn has one of the largest SAP PM implementations worldwide, which is a key component of this digitization.
Josef T.
Last position:
Consultant and Interim Manager in Human Resources at Freelance Work
- Global responsibility for workforce adjustment measures (large global projects as well as small local activities), including restructuring in case of insolvency
- Interim management in Compensation & Benefits: leading the C&B departments including payroll, conducting salary increase and bonus rounds, optimizing the bonus system, managing benefits and pension schemes for all employee groups including management and executive board
- Multiple interim HR head and HR business partner assignments to bridge vacancies: maintaining and partly redesigning all HR processes
- Integration project I including interim management: overseeing the merger of holding structures, closing a site and transferring employees regionally
- Integration project II 'harmonizing employee benefits' and introducing an appraisal process including an evaluation system: project management for development and rollout, negotiating a works agreement, creating guidelines and training materials
- HR issues in international M&A projects: conducting HR due diligence and employee transfers
- Winding down companies that are closing: point of contact for management, employees, authorities and insurance carriers on all HR matters; liaison with transfer companies and payroll centers
- Ongoing HR management and support as an outsourced HR department for small companies
Discover over 15,000 top freelancers
Statistics of experts using SAP SuccessFactors
Aggregated from the professional profiles of matched freelancers.
Experience
21 years
Position duration
2 years (Germany: 3 years)
Positions per freelancer
14
Top business areas
Human Resources, Project Management, Information Technology
Top industries
Information Technology, Professional Services, Banking and Finance
Certification focus areas
Project Management, Information Technology, Human Resources
Bachelor's degree or higher
75% (Germany: 80%)
Master's degree or higher
50% (Germany: 49%)
Certifications per freelancer
4 (Germany: 3)
Most common languages
English, German, French
Speak two or more languages
100%
Based on our profile pool as of 19 Sep 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this technology in Frankfurt are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows how many freelancers charge within that range.
Average rates of experts in Frankfurt using SAP SuccessFactors
Rates are based on recent contracts and do not include FRATCH margin.
The average daily rate is the mean of all daily rates from recent contracts of comparable freelancers on our platform.
The median daily rate is the middle value of all daily rates — half of comparable freelancers charge less, half charge more. Unlike the average, it is barely affected by outliers.
Calculated based on our freelancers’ daily rates as of 19 Sep 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
SAP SuccessFactors experts industry focus
See which industries our matched freelancers work in most often — every figure is calculated live from the freelancers on FRATCH.
- Information Technology (85%)
- Professional Services (85%)
- Banking and Finance (69%)
- Manufacturing (69%)
- Pharmaceutical (54%)
- Healthcare (46%)
- Automotive (38%)
- Retail (38%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the technology
What SAP SuccessFactors covers
SAP SuccessFactors is SAP’s cloud human experience management suite. Companies use it to manage employee data, recruiting, onboarding, performance, learning, compensation and workforce planning in one connected environment. Its modules support both daily HR operations and broader people processes.
Core modules and workflows
SuccessFactors projects often involve several modules and carefully defined handovers:
- Employee Central for core HR data, organisational structures and workflows
- Recruiting and Onboarding for candidate and new-hire processes
- Performance & Goals, Compensation and Succession for talent management
- Learning for training catalogues, assignments and compliance tracking
- People Analytics and Workforce Analytics for HR reporting and planning
Ecosystem and integration
SAP SuccessFactors connects with SAP Payroll, SAP S/4HANA, SAP Business Technology Platform and identity services. Integration work may use SAP Integration Suite, APIs, OData, Integration Center and middleware already present in the enterprise landscape. Strong specialists also understand data migration, role-based permissions, localisation and release management.
When companies need specialists
Companies bring in freelance expertise during a new implementation, module rollout, global template design or a move from legacy HR systems. Specialist support is also useful when data quality is weak, adoption is low or integrations create errors across HR, payroll and finance. In Frankfurt, projects may involve German business teams alongside international stakeholders, with remote and on-site collaboration combined.
Typical project deliverables
A professional may define the target HR process, configure the tenant, prepare role-based permissions and migrate employee data. Other deliverables include integration specifications, test plans, reporting structures, training materials and cutover support. Experienced specialists document decisions clearly so internal teams can maintain the solution after handover.
What distinguishes strong professionals
The best SAP SuccessFactors professionals combine product knowledge with practical HR process understanding. They ask precise questions about organisational structures, approvals, employee groups and reporting needs before changing configuration. Look for evidence of successful testing, clean documentation, secure data handling and clear communication with HR, IT, payroll and business stakeholders.
Frequently asked questions
Everything clients usually want to know about SAP SuccessFactors, in one place.
SAP SuccessFactors is used to manage cloud-based HR processes such as employee records, recruiting, onboarding, performance, learning, compensation and workforce planning. Companies can combine selected modules or connect the suite with payroll, finance and identity systems.
SAP SuccessFactors is SAP’s cloud-focused HXM suite, while SAP HCM is commonly associated with the older, on-premise human resources environment. Workday is a major alternative with its own data model and ecosystem, so the right choice depends on existing SAP investments, process requirements, integration needs and migration plans.
A strong SAP SuccessFactors specialist may also understand SAP Integration Suite, OData APIs, Integration Center, SAP Payroll, identity management and data migration. Knowledge of HR process design, reporting, role-based permissions and change management is equally important.
The right level depends on the scope. A focused module configuration may need a specialist with experience in that module, while a global rollout calls for someone who can handle solution design, integrations, migration, testing and stakeholder coordination across regions.
Much of a SAP SuccessFactors project can be delivered remotely through workshops, configuration reviews and shared testing environments. Frankfurt-based companies may still prefer on-site sessions for process discovery, steering meetings or cutover preparation, and German-language communication can matter when local HR teams are involved.
Ask which modules the SAP SuccessFactors specialist has configured, what integrations they have delivered and how they approach data migration and testing. Request concrete examples of documentation, defect handling, security design and handover rather than relying only on certification claims.
Common risks include unclear ownership of HR data, inconsistent organisational structures, excessive customisation and weak integration monitoring. A capable SuccessFactors professional reduces these risks through early process mapping, controlled configuration, realistic test cases and clear decisions about what belongs in the standard product.
For many organisations, SAP SuccessFactors Employee Central provides the foundation because it holds core employee and organisational data. Recruiting, Onboarding, Performance & Goals, Learning, Compensation and People Analytics can then be prioritised according to business goals, process maturity and integration dependencies.
The average hourly rate of freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects is 92 €, which corresponds to a daily rate of about 736 € based on an 8-hour working day.
Of the freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects, 75% hold at least a Bachelor's degree and 50% hold at least a Master's degree.
On average, freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects have 21 years of professional experience, with a single engagement typically lasting around 2 years.
The most common languages among freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects are English (100%), German (92%), and French (38%).
The most common industries among freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects are Information Technology (85%), Professional Services (85%), and Banking and Finance (69%).
The most common business areas among freelancers in Frankfurt, Germany who have used SAP SuccessFactors in their recent projects are Human Resources (85%), Project Management (85%), and Information Technology (77%).
Main locations of FRATCH Experts, who have recently used SAP SuccessFactors
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
Berlin Hamburg Munich Cologne 
Frankfurt Stuttgart Dusseldorf Leipzig Dortmund Essen Bremen Dresden Hanover Nuremberg 
Berlin 
Hamburg 
Munich 
Cologne 
Dusseldorf Countries:
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