SAP Data Migration Lead – SuccessFactors Employee Central Payroll

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You Are: SAP Data Migration Lead – SuccessFactors Employee Central Payroll

The Work:

Responsible for leading end-to-end data migration efforts for a complex SAP Employee Central Payroll modernization program, driving data quality, migration strategy, and cutover execution across multiple workstreams.

Key Responsibilities:

• Partnering with the client to lead Data Quality, Data Profiling, and Data Cleansing analysis across legacy source systems, identifying gaps, anomalies, and remediation requirements prior to conversion

• Designing an appropriate data migration solution and end-to-end data migration strategy, including source-to-target mapping, extraction/transformation/load (ETL) approach, and tooling (e.g., LSMW, LTMC/LTMOM, BODS, migration cockpit, or custom scripts) appropriate for SAP EC Payroll

• Defining and documenting data conversion rules, mapping logic, and business rules for employee master data, payroll infotypes, time/absence data, and organizational structures moving into SAP EC Payroll

• Writing detailed technical specification documents for extraction, transformation, validation, and load processes, ensuring traceability from legacy fields to target EC Payroll fields

• Leading mock conversion cycles and reconciliation activities, including defining data validation/exception reports and error-resolution processes with functional and client teams

• Developing and executing a cutover plan for conversion execution, including sequencing, downtime windows, fallback/rollback procedures, and go-live readiness criteria

• Coordinating with SAP Functional Consultants (HCM/Payroll, Time, Benefits), technical developers, and client data owners to ensure alignment between functional design and data conversion approach

• Managing a data migration team, including task assignment, quality review of deliverables, and mentoring junior data conversion analysts

• Reporting migration status, risks, and issues to program leadership and client stakeholders, and maintaining data migration governance documentation (data dictionaries, mapping trackers, defect logs)

Here's What You Need:

• 7+ years of SAP experience

• 2+ years of SAP data conversion experience across SAP ECC, IBP, and/or SRM environments

• Hands-on experience with data migration tools and methodologies (e.g., LSMW, SAP Migration Cockpit/LTMC, BODS, or equivalent ETL tools)

• Experience performing data profiling, cleansing, and reconciliation activities in an SAP conversion project

• Strong Excel/data analysis skills for large-scale data mapping and validation

Bonus Points If:

• Experience specifically with SAP Employee Central (EC) and/or Employee Central Payroll data conversion

• Familiarity with legacy SAP HCM/Payroll infotypes and their mapping to Employee Central object model

• Experience leading mock conversion/cutover cycles on a federal or large enterprise SAP program

• Knowledge of SAP data migration accelerators or Accenture proprietary conversion tools/methodologies

• PMP or equivalent project leadership experience for teams of 3+ analysts

Eligibility Requirements:

• Must be eligible to obtain a government clearance

• US citizenship required (no dual citizenship)

#LI-Platforms

As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia. The base pay range for this position in these locations is shown below. Compensation for roles at Accenture Federal Services varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience. Accenture Federal Services offers a wide variety of benefits. You can find more information on benefits here. We accept applications on an on-going basis and there is no fixed deadline to apply.

The pay range for the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia is:

$120,400—$234,700 USD

What We Believe

As a company wholly dedicated to serving the US federal government, we bring together the best talent to help reinvent how federal agencies operate and deliver greater value for their mission and the American people. We have an unwavering commitment to creating a culture in which all our people are respected, feel a sense of belonging, and have equal opportunity. As a business imperative, every person at Accenture Federal Services has the responsibility to create and sustain a culture where everyone feels welcomed and included. This is grounded in our core values and our experience that hiring and developing great people who reflect different perspectives, experiences, and backgrounds is key to driving innovation and delivering the results that our clients and the country count on.

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Requesting An Accommodation

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Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

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