SAP SuccessFactors Experts in Switzerland
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Meet FRATCH Experts in Switzerland, who have recently used SAP SuccessFactors
Michael Rödle
Last position:
Project Manager, Hustler, & Hound "Project Metrics on the Internet" at Global-KPI
- Project management, hustler (identifying the full financial picture including sales, pitching, financial analysis, & business models) and hound (identifying real customer needs including research & analysis) to build a project metrics system on the Internet.
- The system allows users to make informed decisions to keep projects on track according to key data or to realign them when they deviate negatively from the plan.
- Providing a forecast alongside the current status.
- Automatic calculation and display of metrics based on user-entered project key data.
- Skills: project management, project metrics.
- Problem space: Co-Innovation Builder (CIB), corporate innovation team setup, team profile / team canvas, design thinking, highlighting people, creating customer personas, market exploration, defining the problem.
- Solution space: narrowing the problem, how to turn ideas into solutions, how to turn solutions into a concept, customer journey, business model canvas, value proposition canvas, prototyping, refining the prototype and business model canvas, final pitch.
Vitaly Podkopaev
Last position:
IT Project Manager UCC at Office for Informatics, Canton of Zurich
- Collaboration with and deputizing for the service manager for UCC (product owner)
- Interface management for UCC with other functionalities as part of the digital workplace
- Control of infrastructure tests and rollout, monitoring dependencies with other sub-projects
Matteo Ganzaroli
Last position:
Vice President IT Applications at Comet AG
- Provide global leadership for Comet’s enterprise applications and digital transformation agenda, acting as a strategic partner to the CIO and Executive Committee. Accountable for driving business value, operational excellence, and innovation across the entire enterprise systems landscape.
- Define and execute the global enterprise applications strategy across ERP, CRM, PLM, MES, HR systems (SuccessFactors, SAP HR), and Microsoft 365 (M365), ensuring scalability, security, and alignment with long-term business objectives.
- Partner with executive and regional business leaders to translate strategic objectives into actionable digital initiatives that enhance efficiency, agility, and user experience.
- Drive Agile delivery practices across cross-functional global teams using Jira, Confluence, and CI/CD pipelines.
- Lead a centralized and standardized global application delivery model to ensure governance, efficiency, and consistency across all regions and business units.
- Own vendor management and sourcing strategy, establishing and monitoring KPIs, SLAs, and performance metrics for application reliability, user adoption, and business impact.
- Manage multi-million euro application budgets, optimizing Total Cost of Ownership (TCO) and value creation.
- Strengthen IT governance, cybersecurity, and regulatory compliance in line with GDPR, ISO, and IFRS requirements.
- Enable IT/OT convergence by integrating SAP, MES, PLM, and production systems with enterprise platforms, ensuring secure and interoperable manufacturing and R&D architectures.
- Act as Deputy CIO, contributing to enterprise IT strategy, cybersecurity programs, risk management, and transformation initiatives.
- Foster a culture of innovation, accountability, collaboration, and continuous improvement across global IT and business teams.
- Ensure efficient and cost-effective Managed Service Provider (MSP) delivery while maintaining required service levels across all application services.
- Oversee SAP AMS and non-SAP application support teams across internal resources and external MSPs.
- Ensure high service reliability through structured Incident, Change, and Problem Management in coordination with the IT Service Delivery organization.
- Establish and continuously monitor KPIs, SLAs, and application performance dashboards to ensure service quality and business continuity.
- Coordinate L2/L3 escalation paths across internal IT teams, MSPs, and software vendors to ensure rapid issue resolution.
Harald Köppe
Last position:
Interim Senior Talent Acquisition Partner at Implenia
- Recruited for hard-to-fill roles at Implenia with 9000 employees at its Opfikon headquarters. Managed all stakeholders (hiring managers, candidates, coordinators, agencies, talent sourcing, contract drafting, onboarding)
- Optimized the TA process by conducting talent sourcing kick-offs with hiring managers for hard-to-fill positions in corporate functions (IT, Legal, MarCom, Finance, etc.)
Jurgen Christian Mink
Last position:
Senior Director People Systems and Services at Booking.com
- Scope: HR Technology (Workday, ServiceNow), People Services (Payroll, HR Admin, Data & Reporting), Real Estate and Workplace Services (new campus in Amsterdam), Global Mobility, Operational Excellence and Compliance
- Rebuilt the HR Technology and HR Services strategy and organization to ensure strategic alignment with HR business and rapidly changing company priorities in challenging socio-political environments
- Organized smooth and cost-effective operations by building strong collaborations with key vendors and introducing operational and service excellence
Danica Ravaioli
Last position:
Managing Director at HR Freelance GmbH
- Change management responsibility for a global HR project (technology corporation)
- End-to-end HR responsibility for a MedTech company in Lucerne
- Interim payroll support in the healthcare sector in Zurich
- End-to-end HR support for an SME in the healthcare sector in Zurich (private home care)
- HR management and payroll responsibility for a company in the healthcare sector in Zurich with up to 200 employees together with my team
- End-to-end HR support for a company in the consumer sector in Zug
Véronique Dölger
Last position:
Founder | Consultant at Verdina GmbH
- Strategic Talent Acquisition Partner and Certified Profiler supporting organizations across industries in modernizing their HR and recruiting processes, filling leadership roles, and delivering targeted HR projects
- Core areas include strategic recruiting advisory, interim HR leadership, and competency-based assessments to identify and develop leadership potential
- Redesign and implementation of end-to-end recruiting processes (from sourcing to selection)
- Interim HR leadership and organizational development across diverse industries
- Design and delivery of competency- and values-based profiling & assessments
Sibylle Hampe
Last position:
SAP ABAP-OO Development (cross-module) at Asendia
- Creation of interfaces for transferring SD orders and customer master data (including various protocols and the ability to handle erroneous data)
- Analysis and adjustment of existing programs due to infrastructure change
- SOAP and REST API for creating customer master data from SugarCRM
- REST APIs in JSON (SD orders, invoices, payments, PDF forms)
- Log program for REST APIs
- Creation of various invoice forms in 8 languages including document links, email delivery, PDF generation
- Provision of data for the data warehouse
- Various user exits and enhancements in SD and FI
- Intercompany sales order creation, program for creating credit memos (uploads from Excel and from the server)
- Reports (VAT, sales orders, invoices)
- Correction program for CO data
- Support for various interfaces, notes, etc.
- Enhancement for IDoc INVOIC02
- Upload program for XML files (Rydoo) to post cash receipts into FI (FB01)
- Creation of dunning forms in various languages (Smartforms and Adobe including email delivery)
- Account statement program (ALV displaying postings, sending to debtors via email using Smartform as PDF)
Discover over 15,000 top freelancers
Statistics of experts using SAP SuccessFactors
Aggregated from the professional profiles of matched freelancers.
Experience
29 years
Position duration
3 years
Positions per freelancer
13
Top business areas
Information Technology, Project Management, Business Intelligence
Top industries
Information Technology, Professional Services, Energy
Certification focus areas
Information Technology, Product Development, Project Management
Bachelor's degree or higher
86%
Master's degree or higher
57%
Certifications per freelancer
3
Most common languages
German, English, French
Speak two or more languages
100%
Based on our profile pool as of 30 Aug 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this technology in Switzerland 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 Switzerland 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 30 Aug 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
About the technology
Core use
SAP SuccessFactors is used to run cloud HR processes across the employee lifecycle. Companies use it for core HR data, recruiting, onboarding, performance, learning, and compensation workflows. Strong experts connect these modules so HR teams work from one clean process, not scattered tools.
Typical work
- Employee Central setup and data structure
- Recruiting and onboarding flows
- Performance, goals, and learning configuration
- Permissions, workflows, and approvals
- Reporting and process cleanup
Ecosystem
Work around SAP SuccessFactors often includes Employee Central, EC Payroll links, integration flows, and identity setup. Specialists also work with SAP BTP, APIs, and middleware when HR data must move into finance, time, or identity systems. The best profiles understand both configuration and the business rules behind it.
When to bring in help
Companies usually look for freelance expertise during a rollout, a module expansion, or a complex change to current HR processes. They also bring in specialists when data migration, integrations, or permission models need a careful fix. In Switzerland, this is common when global templates must be adapted for local teams and language needs.
What strong experts do
Strong SAP SuccessFactors professionals ask about process ownership, data quality, and the systems that feed HR records. They document decisions clearly, test edge cases, and keep configuration aligned with the way HR actually works. They should also know where standard settings end and where custom integration or process design begins.
Good fit signals
A company is usually ready for a specialist when its HR team needs faster delivery, a safer migration, or a cleaner setup after previous work. It also helps when internal staff know the business but need deep product knowledge for a module, release change, or integration. The right expert reduces rework and keeps the system usable after go-live.
Frequently asked questions
Key details about SAP SuccessFactors, drawn from the questions we get asked most.
SAP SuccessFactors is used to manage cloud HR processes such as employee records, recruiting, onboarding, performance, learning, and compensation. It helps HR teams keep data and workflows in one system instead of relying on disconnected tools. Companies often choose it when they need a structured process across the employee lifecycle.
SAP SuccessFactors is often compared with Workday because both cover core HR and talent processes in the cloud. SuccessFactors is a strong fit when a company already runs SAP systems or wants tight alignment with broader SAP landscapes. The better choice depends on the current HR model, integration needs, and how much process standardization the company wants.
A strong SAP SuccessFactors specialist usually also understands HR process design, data migration, permissions, and integrations. Knowledge of SAP BTP, APIs, and middleware is useful when employee data must flow to payroll, identity, or finance systems. Clear documentation and testing discipline matter just as much as configuration.
A SAP SuccessFactors project needs someone who has handled the same module or process before, not just general HR system experience. The right level depends on the task: simple configuration needs less depth than an end-to-end rollout or a complex integration. For risky changes, companies should look for specialists who have already solved similar issues in live environments.
Yes, most SAP SuccessFactors work can be done remotely because much of it involves configuration, testing, and process design. On-site time is mainly useful for workshops, stakeholder alignment, or sensitive go-live phases. For Swiss projects, remote work is common, but clear communication in the company’s working language is important.
A company usually needs SAP SuccessFactors help when a rollout slips, data quality becomes messy, or integrations keep failing. Another sign is when HR can describe the business need but internal teams cannot turn it into stable configuration. External specialists are also useful when a release change or a new module affects several teams at once.
A good SAP SuccessFactors freelancer can explain not just what they configured, but why it fits the HR process. Look for clear examples of module work, migration decisions, testing habits, and how they handle permissions and edge cases. Good specialists reduce complexity, document changes, and leave the system easier to support.
In Switzerland, SAP SuccessFactors support often needs careful coordination across HR, IT, and local stakeholders. Companies usually expect someone who can work in a structured way, handle sensitive employee data with care, and adapt global templates to local needs. Bilingual or multilingual communication can be an advantage when teams are spread across locations.
The average hourly rate of freelancers in Switzerland who have used SAP SuccessFactors in their recent projects is 123 €, which corresponds to a daily rate of about 983 € based on an 8-hour working day.
Of the freelancers in Switzerland who have used SAP SuccessFactors in their recent projects, 86% hold at least a Bachelor's degree and 57% hold at least a Master's degree.
On average, freelancers in Switzerland who have used SAP SuccessFactors in their recent projects have 29 years of professional experience, with a single engagement typically lasting around 3 years.
The most common languages among freelancers in Switzerland who have used SAP SuccessFactors in their recent projects are German (100%), English (100%), and French (75%).
The most common industries among freelancers in Switzerland who have used SAP SuccessFactors in their recent projects are Information Technology (88%), Professional Services (88%), and Energy (63%).
The most common business areas among freelancers in Switzerland who have used SAP SuccessFactors in their recent projects are Information Technology (88%), Project Management (88%), and Business Intelligence (63%).
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.
Countries:
Zurich Geneva Basel Bern Request a free demo
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Philipp Thomaschewski
FRATCH CEO
