Building a Job Architecture for SAP SuccessFactors: A Guide for Project Managers

 Why Job Architecture Matters More Than You Think

A Job Architecture is more than just a list of jobtitles. It’s the structural framework that defines how jobs are organized, compared, and managed across the company. Think of it as the foundation of your entire HR system – everything from compensation and career development to recruiting and performance management relies on it.

Without a clear architecture, companies often face:

• Inconsistent job titles and classifications
• Difficulties in benchmarking and compensation planning
• Poor visibility into career paths and talent gaps
• Confusion around responsibilities and role expectations

In the context of SAP SuccessFactors, these issues can severely limit the effectiveness of your modules. Without standardized data and a clear structure for grouping similar roles, the system lacks the foundation it needs to generate meaningful insights and automate key processes.

Common Data Quality Pitfalls – and How to Avoid Them

Many organizations underestimate the importance of data quality when setting up their Job Architecture. But even small gaps - like inconsistent job codes, missing levels, or unlinked competencies – can cause major issues across your HR workflows.

In our white paper, we highlight common issues such as:

• Legacy job catalogs with outdated titles or unclear scopes
• Overlapping or vague job descriptions
• Inconsistent use of job levels or grades
• Missing links between jobs and competencies

To address these, we recommend setting up clear data governance from the start. Define ownership, align on naming conventions, and use the implementation as a chance to clean up old structures.

Structuring Your Job Architecture: Families, Roles,Competencies & Codes

A strong Job Architecture consists of clearly defined building blocks, each with a specific purpose:

• Job Families: Group similar functions (e.g., Finance, Marketing) to provide structure at a high level. Sub-Job Families can optionally be added to allow for a more detailed categorization within the main groups.
• Job Profiles: Represent specific positions within each family (e.g., Marketing Specialist, Brand Manager)
• Job Levels/Grades: Assign grades to job profiles that match the responisibilities and skills to create the basis for fair compensation

•  Skills: Define the technical or role-specific abilities required for each role (e.g., Excel proficiency, data analysis). These form the foundation for development planning and training initiatives‍

• ‍Competencies: Describe the broader behavioral qualities and soft skills relevant to success in the role (e.g., collaboration, adaptability, leadership). These support cultural fit and long-term performance

This structure makes it easier to design fair compensation programs, define career paths, and roll out consistent performance criteria.

Integrating Job Architecture Across Success Factors Modules

A well-built Job Architecture isn’t just a backend structure – it touches every corner of your SAP Success Factors environment. When done right, it becomes the connective tissue between modules such as:

• Employee Central: Clean job data improves reporting and organizational transparency
• Compensation Management: Enables fair and structured pay programs
• Performance & Goals: Aligns expectations and evaluations with grading structures and competencies
• Recruiting & Onboarding: Ensures new hires fit into the overall structure, as job postings are based on data from the Job Architecture and reflect the actual role within the organization
• Learning & Development: Compares the skills and competencies defined in the Job Profile with an employee’s current capabilities to identify targeted learning measures needed for future roles or career steps

By aligning your architecture with all modules, youcreate a seamless experience for HR teams and employees alike.

Real-World Impact: How Companies Are Transforming HR with Better Job Design

We’ve worked with organizations across industries that have used Job Architecture to unlock the potential for significant improvements in their HR operations.

Some benefits include:

• Shortening the time, it takes to hire by making roles clearer and easier to match with candidates.
• Increasing internal mobility through clearer role progression
• Laying the foundation for pay equity by enabling consistent comparisons across roles and levels
• Enabling better workforce planning through a centralized, consistent overview of jobs and skills

These transformations don’t happen overnight – but with the right architecture in place, the path becomes far more manageable and effective.

Your Roadmap to Future-Ready HR

Whether you're at the beginning of your SAP Success Factors journey or already live with the system, now is the perfect time to assess and strengthen your Job Architecture.

Having clearly defined roles and career paths brings consistency, enables smarter decisions, and makes it easier to adapt as your organization grows. It also unlocks the full potential of modules like Compensation, Career Development, and Succession Planning.

In short: it’s a strategic move that helps your HR processes grow with you—efficiently and sustainably.

Our white paper provides a comprehensive guide to help you get started. It’s tailored specifically for project managers, HR leads, and Success Factors professionals who want actionable insights—not just theory.

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📘 Download the Free White Paper‍

Equip yourself with the knowledge, tools, and strategies to lead a successful architecture initiative.

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Download your free copy of the white paper here.