SAP SuccessFactors Talent Intelligence Hub

Name: leverX Company
Brand: LeverX
Rating: 4.9 (114 reviews)

Build a consistent skills foundation across your workforce and put skills intelligence to work across recruiting, learning, development, mobility, and talent decisions.

Collaborating with an SAP Gold Partner provides access to resources and seasoned professionals, ensuring your project's reliability. Their expertise tailors SAP solutions for your unique needs, optimizing ROI and efficiency.

Partnering with an SAP Global Strategic Supplier goes beyond buyer-seller dynamics. They provide critical solutions for global operations, collaborate on product development, and drive strategic initiatives.

LeverX is a certified partner of the SAP Center of Expertise. This accreditation ensures our unwavering commitment to upholding SAP's highest standards. Our mission is to deliver excellence, providing unparalleled support, and facilitating the seamless integration of SAP solutions into your business framework.

Such companies help businesses solve complex problems, deliver exceptional user experiences, and drive digital transformation using design thinking and innovation expertise. They leverage SAP's best practices and cutting-edge tools to create user-centric solutions.

Skills information is often stored in various places, from employee profiles and job descriptions to training systems and other HR tools. Over time, definitions begin to differ, records become outdated, and HR teams are left with no reliable picture of the skills and competencies already possessed by employees.

SAP SuccessFactors Talent Intelligence Hub brings skills, competencies, and other talent attributes into one shared framework within SAP SuccessFactors. It gives organizations a central place to manage this information and use the same skills language across the talent management landscape.

Create a skills language across HR

Bring skills, competencies, and other talent attributes into a shared structure, so different HR processes are working with the same definitions.

See what skills you already have

Give HR and business leaders a clearer view of existing workforce capabilities and make skill gaps easier to identify.

Make talent decisions with better context

Use skills data alongside roles, experience, and employee profiles when making decisions about hiring, development, succession, and internal opportunities.

Make development more relevant

Connect employee skills and career interests with learning, development opportunities, mentoring, and other ways to grow.

Open more paths for internal mobility

Help employees find roles and opportunities that match their capabilities while giving HR teams a broader view of available internal talent.

Give AI better skills data to work with

Create a more consistent skills foundation that SAP SuccessFactors can use to support recommendations, matching, and other AI-enabled talent experiences.

Attributes library

Manage skills, competencies, and other attributes together with attribute types, proficiency scales, and tags.

Growth Portfolio

Give employees a central place to maintain their skills, interests, aspirations, and other attributes that support their development and career growth.

Skills governance

Review and publish imported skills through Skills Governance, with AI-assisted standardization available where enabled. AI-inferred skills follow a separate review and confirmation process before they can be used more broadly across SAP SuccessFactors.

AI-assisted skills management

Use available AI-assisted capabilities to standardize skills, identify relevant skills from workforce data, and support skill recommendations across SAP SuccessFactors. Availability depends on the AI features and licenses enabled in your environment.

Skills across talent processes

Reuse skills and competencies across supported SAP SuccessFactors processes, while other Talent Intelligence Hub attributes can be used where the individual solution or feature supports them.

Skills data integration

Import, export, and exchange Talent Intelligence Hub data through supported SAP SuccessFactors integration tools and interfaces.

Skills data becomes more useful when the same definitions can be reused across the HR processes that depend on them. The Talent Intelligence Hub enables you to leverage the same skills and competencies framework across all SuccessFactors processes where that information matters.

SAP SuccessFactors Employee Central: Provides the employee and organizational data that gives workforce skills information in a broader HR context.
SAP SuccessFactors Job Profile Builder: Maps skills, competencies, and supported custom attributes from Talent Intelligence Hub to job roles. These role-based attributes can then be synchronized with the Growth Portfolios of employees assigned to those roles.
SAP SuccessFactors Learning: Learning activities can be tied more closely to the skills employees need to build or strengthen.
SAP SuccessFactors Recruiting: Recruiters can refer to the organization’s existing skills structure when defining requirements and reviewing candidates.
SAP SuccessFactors Career and Talent Development: Skills, interests, and development goals can be used in career planning and employee development.
SAP SuccessFactors Opportunity Marketplace: Employees can be matched with internal projects, assignments, mentoring, and other opportunities based on their skills and interests.

Industries We Support

Leveraging our experience with SAP together with diverse industrial expertise, we’ll help you select solutions that will drive meaningful, long-term value for your company.

Automotive

Industrial Manufacturing

Transportation & Logistics

Pharmaceuticals & Life Science

Why LeverX?

Proven track record

For over 20 years, we have helped businesses worldwide succeed with SAP. We’ve already completed 1,500+ projects for over 900 clients, including top names on the Fortune 500 list.

Industry experts

The LeverX team comprises professionals with hands-on knowledge in 30+ industries, including manufacturing, logistics, and oil and gas.

SAP partnership

We implement SAP projects end-to-end  and collaborate with SAP on the development and enhancement of its existing solutions.

Quality and security

LeverX follows internationally recognized ISO standards for quality management, information security, business continuity, and asset management.

Investment in innovation

We actively integrate advanced technologies, such as Data Science, IoT, AI, Big Data, Blockchain, and others, to help clients efficiently address their business challenges.

Flexibility

Our team is available 24/7, which enables us to quickly deploy projects, maintain process transparency, and adapt each development phase to meet your specific requirements.

Implementation Roadmap

We're implementing SAP SuccessFactors Talent Intelligence Hub using the six steps of SAP Activate.

Business objectives: Define what the organization wants to achieve with Talent Intelligence Hub and where skills-based talent management can provide the most value.
Initial scope: Determine which talent management processes, user groups, systems, and data areas the project should cover.
Feasibility Assessment: Analyze your existing SAP SuccessFactors architecture and flag the key dependencies or constraints that could affect implementation.

Discover

Project team setup: The business and technical stakeholders involved in the implementation come together here, with responsibilities defined from the outset.
Project planning: This is where the timeline, milestones, resources, governance model, and working approach get established.
Environment readiness: Before implementation can begin, the required SAP SuccessFactors environments, access, permissions, and other prerequisites need to be in place.

Prepare

Fit-to-standard analysis: Review standard Talent Intelligence Hub capabilities against the organization’s talent processes and determine where configuration or additional work is required.
Skills data assessment: Evaluate existing skills and competency data, including duplicates, outdated entries, naming differences, and gaps.
Skills framework design: Define how skills, competencies, proficiency levels, and related attributes should be structured and governed.
Requirements definition: Document the functional, integration, data, security, and reporting requirements that will guide the Realize phase.

Explore

Data migration: Move the required skills, competencies, and related data into Talent Intelligence Hub.
Solution configuration: Configure Talent Intelligence Hub based on the approved design and requirements defined during the Explore phase.
Integrations: Connect Talent Intelligence Hub with other SAP SuccessFactors solutions and external systems included in the project scope.
Testing: Check how the configured solution, integrations, transferred data, access rights, and key process scenarios perform together.
User acceptance testing: Let business users validate the solution in practice and address any remaining issues before it goes live.

Realize

Production readiness: Confirm the readiness of the solution, data, integrations, users, and support processes for use in production.
User training: Prepare HR specialists, managers, administrators, and other users to work with Talent Intelligence Hub.
Migration: Transfer the approved configuration and data to the production environment.
Go live: Implement SAP SuccessFactors Talent Intelligence Hub in production and complete final post-deployment checks.

Deploy

Ongoing support: Handle user requests and configuration issues once the solution is live.
Skills data maintenance: Add, remove, or revise skills and proficiency levels as the library changes.
Further optimization: Make configuration changes when evolving requirements call for adjustments to the current setup.

Run

FAQ

We already use Job Profile Builder. What happens to our existing competencies?

They do not simply disappear. SAP provides a migration path from Job Profile Builder to Talent Intelligence Hub, including existing competency data. This needs to be planned carefully, though, because SAP notes that the migration is not backward compatible.

Can employees add skills to their Growth Portfolio themselves?

They can, provided the right permissions are enabled. Employees can select attributes from the company’s Attributes Library, add them to their portfolio, and, where allowed, enter a proficiency level.

What happens to skills identified during recruiting once a candidate is hired?

Once the candidate reaches Hired status and the Manage Pending Hires step is completed, matched and evaluated skills that already exist in Talent Intelligence Hub are added to the employee’s Growth Portfolio. Skills that are not yet in Talent Intelligence Hub are placed in an Inferred state for administrator review and approval. Only skill names are transferred; proficiency levels need to be maintained separately.

Can employees update their own proficiency levels?

Yes, if they have the required role-based permission. Employees can change proficiency levels for attributes in their Growth Portfolio, while organizations can use permissions and approval workflows to control how those changes are made.

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An expert will reach out to you to discuss your specific needs and requirements.
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We'll sign an NDA to ensure any sensitive information is kept secure and confidential.
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We'll work with you to prepare a customized proposal based on the project's scope, timeline, and budget.