SAP Manager - Hire to Retire (H2R)

Job ID: [[id]]
CRH's Americas Materials division is the leading integrated supplier of aggregates, asphalt, ready mixed concrete and paving and construction services in North America. Our operations span North America with over 29,000 employees at close to 1,660 locations in 45 US States and 2 Canadian provinces.
Position Overview
We are seeking an experienced SAP Manager to own the Hire to Retire (H2R) process landscape, spanning SAP SuccessFactors Employee Central (EC), Employee Central Payroll (ECP), and Time Management leveraging Workforce Software. The ideal candidate is a strong business partner who can align HR technology initiatives with strategic workforce objectives and drive digital transformation, backed by deep hands-on expertise across core HR data management, payroll processing, time and attendance, and the multiple hands-on integrations connecting SuccessFactors to S/4HANA and other internal and external systems.
This is a business-facing role: the successful candidate will spend significant time directly with HR, Payroll, and Workforce Management leaders, understanding how they work today and co-designing how they should work tomorrow. As process owner, this person will lead discovery and design workshops, map current- and future-state processes, and drive continuous improvement across the hire-to-retire value chain. The role also leads a team of SAP H2R functional resources, driving system enhancements, hands-on configuration, and ensuring seamless integrations across the SAP and HR technology ecosystem, and enabling accurate workforce reporting through SAP Datasphere and SAP Analytics Cloud (SAC).
Key Responsibilities (Essential Duties and Functions)
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
Business Process Design & Improvement
Act as the primary business-facing process owner for H2R — spending regular, recurring time with business leads in HR, Payroll, and Workforce Management.
Partner directly with business stakeholders to understand gaps and pain points, translate business needs into functional requirements, and design scalable, efficient H2R processes.
Define and track KPIs and process performance metrics jointly with business owners, and report progress back to them on a regular cadence.
Establish and run a standing business process governance forum (e.g., monthly H2R process review) to surface emerging issues, prioritize backlog items, and keep process design decisions transparent and business-led.
Driving Design Workshops & Business Engagement
Own end-to-end workshop planning and delivery: define objectives, identify the right stakeholders, build the agenda, and drive the session to concrete, documented decisions and next steps.
Plan and facilitate requirements-gathering and process design workshops with cross-functional stakeholders across HR, Payroll, and Workforce Management — driving discussions toward decisions rather than open-ended brainstorming.
Run fit-gap and solution design sessions with business and technical teams, presenting options, trade-offs, and recommendations, and driving alignment on process decisions and configuration approaches.
Use visual facilitation techniques (process maps, whiteboarding, journey maps) in live sessions to help business stakeholders see and agree on the proposed design in real time.
Manage constructive conflict in workshops — surfacing and resolving competing priorities between functions (e.g., HR, Payroll, and Workforce Management) to reach a workable, business-endorsed outcome.
SuccessFactors Employee Central (EC)
Own the end-to-end SuccessFactors EC process, including core HR data management, org management, and position management.
Drive employee lifecycle process design, including hire, transfer, promotion, and termination workflows.
Partner with HR to streamline self-service processes and improve data quality and governance.
Ensure accurate integration between EC and downstream systems for payroll, benefits, and reporting.
Employee Centrall Payroll (ECP) & Time Management
Own the SAP ECP payroll process, including payroll processing, reconciliation, and off-cycle runs.
Oversee Time Management processes leveraging Workforce Software, including time and attendance, scheduling, and absence management.
Drive integration between time data and payroll to ensure accurate labor costing and timely pay runs.
Partner with Payroll and Workforce Management teams to reduce processing exceptions and improve compliance.
Systems Integration
Own the hands-on, end-to-end integration landscape connecting SuccessFactors EC/ECP with SAP S/4HANA and other internal and external systems.
Design and oversee integrations with finance, cost accounting, benefits providers, third-party payroll vendors, and regulatory/tax authorities.
Ensure integration reliability, monitoring, and error handling across the H2R technology ecosystem.
Partner with enterprise architecture and middleware teams to maintain a scalable, well-governed integration framework.
Reporting & Analytics
Own workforce reporting strategy leveraging SAP Datasphere for data modeling and SAP Analytics Cloud (SAC) for dashboards and visualization.
Partner with HR, Payroll, and Finance leaders to define reporting requirements and self-service analytics capabilities.
Drive standardization and continuous improvement of workforce reporting packages, including headcount, payroll cost, and time/attendance analytics.

Employment type
Full Time