SAP Hire to Retire (H2R) SME

At Accenture Federal Services, nothing matters more than helping the US federal government make the nation stronger and safer and life better for people. Our 13,000+ people are united in a shared purpose to pursue the limitless potential of technology and ingenuity for clients across defense, national security, public safety, civilian, and military health organizations.

Join Accenture Federal Services, a technology company within global Accenture. Recognized as a Glassdoor Top 100 Best Place to Work, we offer a collaborative and caring community where you feel like you belong and are empowered to grow, learn and thrive through hands-on experience, certifications, industry training and more.

Join us to drive positive, lasting change that moves missions and the government forward!

The work:

This resource will serve as the primary Hire to Retire (H2R) Subject Matter Expert for S/4HANA implementations. This role is responsible for ensuring that the Human Capital and Payroll integration solution aligns with Client Financial Management Modernization (FMM) goals and DoD Human Resources standards. The SME serves as the bridge between HR Policy offices, Civilian/Military Personnel commands, and the technical S/4HANA team, ensuring that every labor dollar is accurately tracked, burdened, and reported against the Client Standard Line of Accounting (SLOA). The H2R SME is responsible for guiding the design of compliant personnel structures and labor-to-ledger integration.

Key responsibilities:

• Advise on CLIENT Labor Distribution, architecting the integration between time-keeping systems and S/4HANA Finance to ensure labor costs flow accurately to the correct Fund, Functional Area, and Cost Center

• Master Client-Specific Personnel Structures, ensuring the system supports the unique requirements of both Civilian (GS/SES/Wage Grade) and Military personnel within a unified financial environment

• Govern Budgetary Labor Controls, ensuring that personnel actions and payroll obligations correctly interface with Funds Management (FM) to prevent over-obligation of personnel appropriations

• Support Audit Readiness (FIAR), ensuring that labor records, time-and-attendance approvals, and payroll disbursements maintain a transparent audit trail for Client General Fund and Working Capital Fund audits

• Lead "Fit-to-Standard" Workshops for CLIENT HR, translating Client-specific personnel business rules into modern SAP SuccessFactors or S/4HANA HCM processes while managing gaps related to federal OPM mandates

• Oversee Integration with Client Personnel Systems, managing the functional design of interfaces between S/4HANA and external systems such as DCPDS (Civilian Personnel), MCTFS/NSIPS (Military Personnel), and ATAAPS/ERP Time (Time and Attendance)

• Guide Burdening and Benefit Calculations, configuring complex cost-allocation logic to ensure Client-specific fringe rates and benefits are correctly applied to projects and cost objects

• Execute Data Migration Strategy for Sensitive Data, overseeing the secure conversion of legacy Client personnel and payroll history into the S/4HANA environment while maintaining PII protections. Stakeholder Leadership

• Serve as a Trusted Advisor to CLIENT HR Leadership, providing guidance on how S/4HANA and SuccessFactors can streamline "Onboarding-to-Pay" cycle times and reduce manual labor reconciliations

• Mentor Functional Consultants, providing training on Client-specific labor jargon (e.g., FTE, Manpower, Direct vs. Reimbursable labor) and the specific needs of Client Systems Commands

• Lead Change Management Efforts, advising the business on the impact of S/4HANA on existing Client civilian and military pay workflows

Here’s what you need:

• 10+ years of experience in SAP HCM/SuccessFactors, with deep knowledge of Employee Central Payroll and integration with S/4HANA Finance/Funds Management

• Subject Matter Expertise in Human Resources Operations, including familiarity with the Client Financial Management Policy Manual (FMPM) as it relates to labor

• Proven track record in Federal/DoD ERP Implementations, specifically managing the complex "Time-to-Pay-to-Report" lifecycle

• Excellent communication skills, capable of presenting complex labor distribution and personnel system designs to high-ranking Client officials (SES/Flag level)

Nice to have:

• Familiarity with Client-specific HR interfaces (e.g., DCPDS, ATAAPS, and DCPS) Drive Audit Resolution, assisting stakeholders in identifying and remediating "Findings and Recommendations" (F&Rs) from Independent Public Accountants (IPAs) related to asset reporting

• Strong understanding of Federal Payroll Regulations, including OPM standards and the Fair Labor Standards Act (FLSA) within a government context

• Bachelor's degree in a related field

Eligibility requirements:

• US Citizen (no dual citizenship)

• Must be eligible to obtain a government Secret Clearance

• Willingness to travel up to 25%

As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Washington, Vermont, the District of Columbia, and the city of Cleveland. The base pay range for this position in these locations is shown below. Compensation for roles at Accenture Federal Services varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience. Accenture Federal Services offers a wide variety of benefits. You can find more information on benefits here. We accept applications on an on-going basis and there is no fixed deadline to apply.

The pay range for the states of California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Washington, Vermont, the District of Columbia, and the city of Cleveland is:
$160,700—$306,500 USD

What We Believe

As a company wholly dedicated to serving the US federal government, we bring together the best talent to help reinvent how federal agencies operate and deliver greater value for their mission and the American people. We have an unwavering commitment to creating a culture in which all our people are respected, feel a sense of belonging, and have equal opportunity. As a business imperative, every person at Accenture Federal Services has the responsibility to create and sustain a culture where everyone feels welcomed and included. This is grounded in our core values and our experience that hiring and developing great people who reflect different perspectives, experiences, and backgrounds is key to driving innovation and delivering the results that our clients and the country count on.

Equal Employment Opportunity Statement

We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. For details, view a copy of the Accenture Federal Services Equal Opportunity Policy Statement.

Accenture Federal Services is an Equal Employment Opportunity employer. Additionally, as an Affirmative Action Employer for Veterans and Individuals with Disabilities, Accenture Federal Services is committed to providing veteran employment opportunities to our service men and women.

Requesting An Accommodation

Accenture Federal Services is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture Federal Services and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information.