SF Data Lead

Job Description:

Own and drive the end-to-end data strategy, architecture, and delivery across a complex, global enterprise operating across multiple business clusters, legal entities, and joint ventures.
The role will lead all aspects of data design, migration, governance, and quality across multiple SAP SuccessFactors instances, legacy systems, and fragmented HR tools, ensuring a clean, consistent, and trusted data foundation to enable intelligent HR operations, advanced analytics, and GenAI/agentic frameworks.

Key Responsibilities:

1. HR Data Strategy & Architecture

Define and own the enterprise HR data strategy across multiple SuccessFactors instances, legacy systems, and manual processes.
Design the target-state data architecture including data models, hierarchies, taxonomies, and master data standards.
Establish a harmonized global data framework while accommodating regional, legal entity, and joint venture variations.
Align data architecture to support analytics, reporting, and AI/GenAI readiness.

2. Data Migration & Conversion

Lead end-to-end data migration planning and execution from legacy systems and manual tools into SAP SuccessFactors.
Define migration strategy, sequencing, and tooling across multiple instances and clusters.
Establish data mapping, transformation rules, and validation frameworks.
Manage multiple migration cycles including mock runs, reconciliation, and cutover.

3. Data Quality & Cleansing

Design and implement data quality frameworks including profiling, cleansing, deduplication, and enrichment.
Define data quality KPIs and monitoring mechanisms to ensure ongoing data health.
Drive data remediation activities with business stakeholders to resolve quality issues at source.
Ensure data quality standards meet the threshold required for GenAI and agentic framework adoption.

4. Data Governance & Standards

Establish data governance policies, roles, and responsibilities across global HR and IT teams.
Define and enforce data ownership, stewardship, and accountability models.
Create and maintain data dictionaries, business glossaries, and metadata standards.
Lead data governance forums and ensure compliance with organizational and regulatory requirements.

5. Multi-Instance Data Harmonization

Drive data harmonization across multiple SAP SF instances, ensuring consistency in:
Foundation objects (business structure, job framework, pay structure).
Picklists, custom fields, and configuration data.
Cross-instance reporting and analytics data models.
Identify and resolve data conflicts, redundancies, and gaps across clusters.

6. Integration & Data Flows

Define data integration requirements between SuccessFactors and:
Non-SAP HR tools and platforms.
Payroll, finance, and downstream systems.
Reporting and analytics platforms.
Ensure data consistency, traceability, and auditability across all integration touchpoints
Works in close partnership with the Integration & Reporting Lead on data contracts — ownership of integration design sits with the Integration Lead, APIs and middleware design.
Engagement with ITSM/ServiceNow data owners to ensure consistency between HR service management data and SF EC master data.

7. Stakeholder Management & Team Leadership

Partner with HR, IT, Total Rewards, Finance, and business stakeholders across regions and clusters.
Lead and mentor a team of data analysts, migration specialists, and data stewards.
Drive workshops, data discovery sessions, and validation reviews with business and technical teams.
Act as the subject matter expert (SME) for all HR data related decisions and escalations.

8. Business Value Realization

Align data strategy to core business outcomes:
Improved data quality, accuracy, and consistency across the enterprise.
Reduced manual data handling and reconciliation effort.
Trusted data foundation to enable GenAI, agentic frameworks, and advanced analytics.
Enhanced reporting and decision-making capabilities for HR and leadership.
Establish KPIs and value tracking mechanisms.

Requirements:

8+ years in HR technology with deep expertise in HR data management within SAP SuccessFactors
Proven experience as a Data Lead or Senior Data Consultant on large-scale, global HR transformation programs.

Experience handling:

Multi-instance SAP SF data landscapes.
Global organizations with multiple legal entities, data structures, and regulatory requirements.
Large-scale data migration from legacy and manual systems into SuccessFactors.

Functional & Technical Expertise:

Strong knowledge of:

Strong functional understanding of the SAP SuccessFactors Employee Central data model, including foundation objects, position management, job framework, and employee/employment record structures.
This role requires more than technical data management capability — the Lead must understand how HR data is structured and governed within SF EC to make sound data design and migration decisions.
Data migration tools and methodologies (SF Data Import, Migration templates, ETL tools)
Data governance frameworks and master data management principles.
Working knowledge of GDPR, PDPA, and equivalent regulations as they apply to HR data architecture, migration, and cross-border data flows. Experience defining data privacy controls within SF data models.

Experience with:

Data migration tooling such as Spinifex, OpenText, or equivalent HR data migration platforms.
Where dedicated tooling is not available, strong proficiency in Excel scripting and data manipulation is essential to support manual migration and cleansing activities.
Data masking tools or techniques to ensure personal and sensitive employee data are appropriately protected during migration, testing, and validation activities.
Data profiling, cleansing, and quality management tools.
Integration data flows (SAP CPI / middleware).
HR reporting and analytics (Story Reports, Ad Hoc Reports, People Analytics).

Transformation & Innovation:

Strong understanding of:

Leadership & Consulting Skills

Ability to:

Lead cross functional teams and manage delivery across multiple data workstreams.
Translate complex data challenges into structured, actionable plans.
Influence senior stakeholders including HR leadership and IT governance.
Manage competing priorities and data dependencies across clusters and geographies.

Required Qualifications

Job Description