SAP SuccessFactors Experts in Frankfurt

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

• Responsible for the end-to-end application and integration architecture for the S-Bahn Hamburg maintenance digitalisation program. A highlight is the introduction of robots and permanently installed camera gates to automate vehicle inspections, allowing AI image algorithms to assess the condition of trains during operation.
• Deutsche Bahn has one of the largest SAP PM implementations in the world, which is a central component of this digitalisation.

• 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

• 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.

• 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

• 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)

• 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.

• Architect AI strategies and smart business processes for companies implementing AI initiatives.
• Focus on pragmatic and trustworthy AI integration delivering tangible operational value.

• 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

• 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

• 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