Source: https://joinfinn.com/integrations/sap-successfactors

# SAP SuccessFactors

## SAP SuccessFactors + Finn.

SAP SuccessFactors integration with Finn. SAP SuccessFactors manages employee records, talent, learning, and workforce processes.

Business function: HR and people.

## What you can do with SAP SuccessFactors.

SAP SuccessFactors manages employee records, talent, learning, and workforce processes.

### Complete the recruiting coordination around a hiring decision

Finn runs the scheduling and information work that supports a recruiter and hiring manager.

**Typically handled by:** Recruiting operations coordinator

**Starts when:** A recruiter moves a candidate into the interview process.

#### What Finn handles

1. Read the SAP SuccessFactors Recruiting application and the hiring team's interview plan.
2. Collect availability, book the interview sequence in Outlook and send candidate and interviewer instructions.
3. Follow up on missing feedback and assemble the submitted evidence for the hiring manager.
4. Record the manager's selected next step and complete the corresponding candidate communication and application update.

**The result:** The interview process has completed feedback and a recorded employer decision.

### Carry an accepted hire into a ready first day

Finn runs the onboarding administration across the employee's records and setup tasks.

**Typically handled by:** Employee onboarding coordinator

**Starts when:** The candidate accepts the employer's offer.

#### What Finn handles

1. Collect the accepted role, start date and employee information and complete the SuccessFactors Onboarding work.
2. Gather the employer's required documents and coordinate signatures through Docusign.
3. Create equipment work in ServiceNow, carry approved account requests to Okta and arrange the manager's welcome schedule.
4. Confirm completed tasks and send the employee their final first-day instructions.

**The result:** The new hire has completed onboarding records and recorded arrival arrangements.

### Finish a personal-information correction

Finn resolves an employee's routine data request through its actual record owners.

**Typically handled by:** Employee Central administrator

**Starts when:** An employee reports incorrect personal or contact information.

#### What Finn handles

1. Read the relevant Employee Central record and collect the exact change and required evidence.
2. Obtain an HR decision for fields that require one and record the accepted correction.
3. Carry the change to the connected directory or payroll process that consumes that information.
4. Confirm the result to the employee and close the request with its supporting record.

**The result:** The employee information and affected connected records reflect the completed correction.

### Complete the administration around time away

Finn carries a leave request through the employer's decision and practical follow-up.

**Typically handled by:** HR absence administrator

**Starts when:** An employee requests leave or a change to existing leave dates.

#### What Finn handles

1. Collect the requested dates and the time-off information available in Employee Central.
2. Bring eligibility or exception questions to HR and the manager while collecting missing administrative details.
3. Record the decision and coordinate the calendar and work-coverage arrangements through Outlook.
4. Confirm the final dates and record any agreed change or return-to-work arrangement.

**The result:** The employee and team have a current leave record based on the employer's decision.

### Resolve a time-record exception before payroll

Finn completes the information gathering and record correction behind a timecard issue.

**Typically handled by:** Time and attendance coordinator

**Starts when:** An employee or supervisor reports a missing or incorrect time entry.

#### What Finn handles

1. Read the SuccessFactors Time Tracking record, schedule and reported difference.
2. Collect confirmation of the hours actually worked and the supervisor's decision on overtime or other exceptions.
3. Record the authorized correction and follow the time entry through the normal approval process.
4. Confirm the accepted payroll handoff and notify the employee that the administrative issue is resolved.

**The result:** The time record reflects confirmed work and its payroll input is recorded.

### Close the payroll input and exception cycle

Finn coordinates the administrative work around the payroll team's processing run.

**Typically handled by:** Payroll operations coordinator

**Starts when:** The payroll cutoff approaches.

#### What Finn handles

1. Gather Employee Central changes, approved compensation inputs and time records needed for Employee Central Payroll.
2. Identify actual missing inputs and resolve them with HR, employees or managers.
3. Bring calculation treatment and payment-release decisions to payroll and perform the corrections it selects.
4. Reconcile the processing results and record completed items and specifically owned remaining payment questions.

**The result:** Payroll receives complete inputs and a documented result for the run's exceptions.

### Carry a benefits change through the employee record

Finn handles the paperwork and coordination behind an employee's benefits request.

**Typically handled by:** Benefits operations coordinator

**Starts when:** An employee reports a life event or submits benefits elections.

#### What Finn handles

1. Read the employee request and collect the information required by the employer's benefits process.
2. Bring eligibility questions to the benefits owner and help the employee complete the elections they select.
3. Record the accepted benefits information in the relevant Employee Central process and coordinate the provider handoff.
4. Confirm the resulting enrollment status and close the request with any actual provider follow-up.

**The result:** The benefits request has a recorded enrollment result and employee confirmation.

### Execute an employer-approved role change

Finn completes the administration of a transfer, promotion or manager change.

**Typically handled by:** People operations specialist

**Starts when:** HR approves a change to an employee's role or reporting relationship.

#### What Finn handles

1. Read the employer's selected job, manager, location, effective date and any compensation decision.
2. Record the change in Employee Central and coordinate the required change letter through Docusign.
3. Carry the resulting payroll input and approved access changes to their owners and organize the work handover.
4. File the final documents and confirm that the connected administrative tasks are complete.

**The result:** The personnel decision is reflected in the employee record and its operational handoff.

### Run a review cycle through recorded feedback

Finn coordinates the submissions and follow-up behind the performance program.

**Typically handled by:** Performance program coordinator

**Starts when:** HR starts a SuccessFactors Performance & Goals review cycle.

#### What Finn handles

1. Read the review population, forms, manager assignments and timetable chosen by HR.
2. Send participants their instructions and resolve missing or incorrect administrative assignments.
3. Collect submitted reviews and bring the evidence to managers for their actual assessments and calibration.
4. Record completed decisions and coordinate feedback meetings and the resulting development actions.

**The result:** The review cycle produces recorded feedback and completed administrative follow-through.

### Complete a role-based learning requirement

Finn runs the enrollment, scheduling and record work around an employee's learning program.

**Typically handled by:** Learning administration coordinator

**Starts when:** A role or manager-selected development plan requires training.

#### What Finn handles

1. Read the employee's role and the learning requirements selected by the learning owner.
2. Arrange the corresponding SuccessFactors Learning enrollment and any instructor-led calendar sessions.
3. Collect course completion and evaluator results and resolve routine enrollment or record issues.
4. Update the employee's learning record and coordinate the additional work the learning owner selects.

**The result:** The learning requirement has a documented completion or a specifically assigned remaining action.

### Carry compensation decisions into statements and payroll

Finn completes the administration behind a compensation review cycle.

**Typically handled by:** Compensation operations coordinator

**Starts when:** HR opens a SuccessFactors Compensation cycle.

#### What Finn handles

1. Gather the selected employee population, budget instructions, current pay and relevant review material.
2. Collect managers' proposals and resolve missing administrative information for the authorized reviewers.
3. Record the leaders' final pay decisions and prepare the resulting employee statements.
4. Carry the effective-dated changes into Employee Central and payroll and reconcile the returned processing status.

**The result:** Compensation decisions, employee statements and payroll input are aligned.

### Complete the employee exit administration

Finn coordinates the record and task work around a confirmed departure.

**Typically handled by:** People operations offboarding coordinator

**Starts when:** HR confirms an employee's departure and final working date.

#### What Finn handles

1. Read the exit instructions and start the relevant SuccessFactors offboarding work.
2. Collect the employee's handover, outstanding documents and final payroll information.
3. Schedule the HR-directed account changes in Okta and equipment return in ServiceNow and track their completion.
4. File the exit records and report the completed outcomes and actual remaining obligations to HR.

**The result:** The departure has a complete administrative record and specifically owned final work.

## Connection setup

Contact Finn to discuss the records your workflow needs and the actions you want it to perform.

Your team chooses what Finn can access, what agents can change, and when a person must approve the work. The connection needs the appropriate account access and permissions from SAP SuccessFactors.

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