Planning SAP S/4HANA Migration: The People Behind the Roadmap
By Jeff Sharpe, Co-Founder, Fokis Services
Originally published · Updated
A SAP S/4HANA migration is also a staffing decision. Before opening requisitions, define the target environment, the work to be delivered, and the expertise your internal team will retain.
SAP’s published maintenance policy provides mainstream maintenance for specified SAP Business Suite 7 core applications through the end of 2027, with optional extended maintenance through the end of 2030. These dates are planning inputs; the right timetable depends on your system and support arrangements. Read SAP’s maintenance policy.
Start with the workstreams
Build the hiring brief around the work rather than a list of product names. Identify who will own functional design, data migration, integrations, testing, security, and the transition to support.
- Functional consultants: Which business processes and modules need relevant experience?
- Technical specialists: What Basis, development, integration, or architecture work is in scope?
- Delivery and change: Who will coordinate decisions, testing, training, and adoption?
Separate project capacity from lasting ownership
A defined migration workstream may suit a contractor. An ongoing application or process ownership role may call for a permanent hire. Some programs need both, with clear handover responsibilities.
Discuss the platform, project phase, deliverables, and working arrangements with candidates. Ask for examples of comparable responsibilities and explain the decisions they will actually own.
Plan for continuity
Agree how knowledge will move from the project team to the people supporting the system. Include documentation, handover, and availability around critical delivery dates in the role brief.
Fokis Services recruits SAP and ERP talent for contract, permanent, and strategic roles. Discuss SAP and ERP contract staffing, or plan a permanent hire.
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