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Successfactors Analyst Jobs (NOW HIRING)

Software Technology Inc

SAP SuccessFactors Analyst

$53.50 - $71.75/hr

Remote Sap Successfactors Analyst The Sap Successfactors Analyst is responsible for supporting the implementation of Successfactors Performance and Succession modules for Walgreens within the HR ...

Compunnel

SuccessFactors Consultant

Greensboro, NC · On-site

... Gather, analyze, and translate business requirements into technical configurations and system solutions. • Configure and parameterize SuccessFactors modules to meet business and operational ...

Yochana

SuccessFactors Consultant

Greensboro, NC · On-site

Job Title- SuccessFactors Consultant Location - Greensboro, NC- USA - Onsite Contract - 1+ year As ... business analysts, and project managers, ensuring seamless communication and effective ...

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Successfactors Analyst information

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$35.5K

$99.2K

$127K

How much do successfactors analyst jobs pay per year?

As of Jul 3, 2026, the average yearly pay for successfactors analyst in the United States is $99,157.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $126,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a SuccessFactors Analyst, and why are they important?

To thrive as a SuccessFactors Analyst, you need expertise in HR processes, data analysis, and a solid understanding of SAP SuccessFactors modules, often supported by a relevant degree or HRIS certification. Proficiency with SAP SuccessFactors, reporting tools, and integration systems is typically required. Strong problem-solving abilities, communication skills, and attention to detail help analysts collaborate effectively with stakeholders and ensure accurate data management. These skills and qualities are crucial for optimizing HR workflows and delivering valuable insights that drive organizational success.

What are SuccessFactors Analysts?

SuccessFactors Analysts are professionals who specialize in configuring, maintaining, and optimizing SAP SuccessFactors, a cloud-based Human Capital Management (HCM) software. They work closely with HR departments to implement modules such as recruiting, onboarding, performance management, and learning. Their responsibilities include analyzing business needs, customizing system settings, troubleshooting issues, and providing ongoing support and training to users. SuccessFactors Analysts play a key role in ensuring that HR processes are efficient, compliant, and aligned with organizational goals.

What are some common challenges SuccessFactors Analysts face when supporting HR teams, and how can they be addressed?

SuccessFactors Analysts often encounter challenges such as adapting to frequent system updates, managing complex data integrations, and troubleshooting user issues across different HR modules. Navigating these challenges requires strong problem-solving skills, proactive communication with HR teams, and ongoing training to stay up-to-date with platform enhancements. Collaborating closely with end users and IT colleagues can help identify pain points early and implement effective solutions, ensuring smooth HR operations and user satisfaction.
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Successfactors Analyst jobs near you
Infographic showing various Successfactors Analyst job openings in the United States as of June 2026, with employment types broken down into 25% Full Time, and 75% Part Time. Highlights an 84% Physical, 5% Hybrid, and 11% Remote job distribution, with an average salary of $99,157 per year, or $47.7 per hour.
SAP SuccessFactors Analyst

SAP SuccessFactors Analyst

Software Technology Inc

Remote

$53.50 - $71.75/hr

Other

Posted 10 days ago

Job description

Remote Sap Successfactors Analyst

The Sap Successfactors Analyst is responsible for supporting the implementation of Successfactors Performance and Succession modules for Walgreens within the HR Transformation program. The activities performed include supporting design workshops, requirements analysis, functional testing, coordinating UAT and preparing for a successful go live. This position reports to the Head of HRIS Workstream during the life of the HR Transformation program.

The contractor will be working in the HRIS workstream on the HR Transformation program. They will be working within a team made up of both WBA team members and our external implementation partner. A typical day will be attending workshops, note taking of actions, liaising on configuration workbooks and documentation, closing out actions and preparing for upcoming activities. Providing support to the Employee Central and Performance & Succession Module Lead as required.

Responsibilities include:

  • Responsible for supporting the critical tasks for WBA required to ensure the successful implementation of the Performance and Succession modules for Walgreens.
  • Apply country-specific and technical knowledge to ensure that the solution fits the country requirements and specifications.
  • Work with multiple stakeholders to help complete project documentation to support design e.g configuration workbooks, testing scenarios, requirements matrix.
  • Partner with implementation providers, internal Application owners and project stakeholders to define the technical aspects for the data conversion, ensuring that business requirements for data migration are articulated and reflected in a series of rules to support the technical build.
  • Monitor data cleansing activities as required through engagement with the relevant data stakeholders.
  • Maintain status reporting from the various systems in order to track progress and support decision making on the project.
  • Support testing activities across all modules. This includes working with our implementation providers for functional testing and being a key point of contact for user acceptance testing. Activities will include creation of test scripts, liaising with stakeholders and defect management.
  • Perform data migration audit, reconciliation and exception reporting.
  • Produce accurate and concise deliverables, including design documentation, decision papers, and points of view.
  • Deliver according to the appropriate implementation methodology and ensure it is used and applied consistently within the program, identifying risks, proposed mitigation and issue management.
  • Data will be English only and translated at local level but could be required to work with countries on translated data issues if they arise.

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