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SAP SuccessFactors Employee Central Lead
Fluor Corporation
Configure, test, and support SAP SuccessFactors Employee Central and related integrations.
14d ago
$118,500 - $213,500
Intermediate (4-7 years), Experienced (8-12 years)
Full Time
Houston, TX
Office Full-Time
Company Size
26,866 Employees
Service Specialisms
Engineering
Construction services
Project Management
Design
Consulting
Technical Services
Turnkey
Sector Specialisms
Industrial
Energy
Infrastructure
Buildings
Water Resources
Heavy Civil
Marine
Transport
Role
What you would be doing
compliance
successfactors
sap integration
system configuration
module testing
audit support
- Ensure Compliance with Federal, State, and local laws
- Assist employees/end users with SuccessFactors system troubleshooting
- Partner with IT and Payroll to ensure accuracy and consistency between SuccessFactors and our SAP ECC 608 HR database. Monitor and troubleshoot/resolve errors with the SAP Business Integration Builder (BIB) between the two applications
- Act as a liaison between business stakeholders, peers within HRIS, and IT as required, translating business requirements into documented and actionable technical solutions
- Oversee and perform system configuration, upgrades, and enhancements for the Employee Central module
- Create and monitor test documents, conduct module testing, including defect management, and work with business users for user acceptance testing
- Provide information/support for audits
- Supporting SuccessFactors Employee Central through extensive knowledge, including configuration, business rules, and touchpoints with Recruiting, Onboarding and Compensation modules
What you bring
sap ecc
successfactors
opentext
s/4hana
hr degree
problem solving
- Experience supporting SAP ECC 608 HR
- Accredited four (4) year degree or global equivalent in applicable field of study and twelve (12) years of work-related experience or a combination of education and directly related experience equal to sixteen (16) years if non-degreed; some locations may have additional or different qualifications in order to comply with local requirements
- Ability to achieve results in a fast-paced, dynamic environment with shifting priorities and deadlines
- Demonstrated ability to be discreet with confidential company and employee information
- Accredited four (4) year degree or global equivalent in Human Resource (HR) or related fields with significant HRIS experience
- Ability to communicate effectively with audiences that include but are not limited to management, coworkers, clients, vendors, contractors, and other stakeholders
- Job related technical knowledge necessary to complete the job
- Excellent written and oral communication skills
- Ability to attend to detail and work in a time-conscious and time-effective manner
- Ability to build trusting relationships, gain credibility, and partner with leaders, peers and employees
- Ability to learn and apply knowledge of applicable local, state/province, and federal/national statutes and guidelines
- Experience providing requirements definition, testing, and general global support for SAP ECC 608 HR and for monitoring SAP Business Integration Builder (BIB) interface from Employee Central to SAP ECC 608 HR
- Experience with OpenText xECM and S/4HANA
- Deep experience with SuccessFactors Employee Central solution, including extensive EC configuration experience
- Demonstrated problem solving, judgment, and conflict resolution skills with the ability to provide high quality independent analysis, conclusions, and recommendations
- Intermediate to advanced knowledge of cultures and cross-cultural collaboration
Information not given or found
Training + DevelopmentInformation not given or found
Interview process
Information not given or found
Visa SponsorshipInformation not given or found
Security clearance- background checks include education, registration, employment, references, passport verification, and global watchlist screening.
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Company
Overview
Founded in 1912
Year Established
The company was established in 1912, marking the beginning of its journey as a global engineering powerhouse.
$16.3 billion
Annual Revenue
In 2024, the company reported revenue of $16.3 billion, solidifying its position among top Fortune 500 engineering firms.
- Evolved from building oil refineries and pipelines into a global engineering and construction powerhouse.
- Headquartered in Irving, Texas, with operations across 25+ countries, delivering projects from megaprojects to complex industrial sites.
- Typically handles large EPC contracts—designing and building energy, petrochemical, mining, government, and infrastructure facilities.
- Specializes in energy (including oil & gas, renewables, nuclear), infrastructure, industrial facilities, power, and government services.
- Historical highlights include building the Trans-Alaska Pipeline, Tappan Zee Bridge, post-Katrina recovery efforts, and nuclear cleanup work.
- Unusual projects include cleanup of Deepwater Horizon oil spills, constructing the Aladdin Hotel & Casino, and servicing U.S. nuclear complexes.
- Operates through distinct segments—Energy Solutions, Urban Solutions, Mission Solutions—ensuring tailored expertise for each market.
- Safety: We care for each other. Living Safer Together promotes the well-being of all people, our communities, and the environment.
- Integrity: We do what is right. Trust, accountability, and fairness define our character.
- Teamwork: We work better together. Collectively we thrive when we include, respect, and empower one another.
- Excellence: We deliver solutions. Our high-performance teams embrace opportunities, solve challenges, and continuously improve.
Net Zero 2023
GHG Emissions Target
Achieved net-zero operational Scope 1 and Scope 2 GHG emissions by the end of fiscal 2023.
60,000 tCOâ‚‚e
GHG Footprint in 2019
The company's Scope 1 and Scope 2 emissions totaled approximately 60,000 metric tons of carbon dioxide equivalent in 2019.
44% Reduction
Emissions Reduction from 2023
Combined Scope 1 and Scope 2 market-based emissions decreased by more than 44% from 2023 levels by 2024 (pre-offsets).
700 Solar Panels
Calgary Office Installation
Installed approximately 700 solar panels at the Calgary office, generating over 320,000 kWh annually, covering 10% of its electricity needs.
- Over 60 locations implemented energy-saving measures, including LED lighting, efficient HVAC systems, and solar panels.
- Energy-saving initiatives were supported by the purchase of high-quality carbon offsets and Energy Attribute Certificates to neutralize Scope 1 and Scope 2 emissions through 2024.
- From 2023 to 2024, the company reduced stationary energy consumption by ~37,540 GJ, fleet fuel use by ~1 million liters, and indirect electricity energy by ~29,000 GJ.
- Net-zero target excludes Scope 3 emissions, such as those from client sites, air travel, and fabrication yards.
- Future efforts include relocating offices to energy-efficient buildings, upgrading fleets, and reducing reliance on external carbon offsets.
70-30 Gender Split
Employee Gender Distribution
Reflects the gender composition of salaried employees, emphasizing the current representation imbalance.
40% Female Directors
Board Representation
Highlights the proportion of female directors on the board, showcasing progress toward gender diversity.
5,000 New Hires
Global Hiring Impact
Represents the scale of global hiring efforts, including rehires of former employees and expanded inclusion initiatives.
$1M STEM Sponsorship
Diversity Partnerships
Indicates the financial commitment to supporting Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs) through STEM initiatives.
- Inclusion Framework based on four pillars: Champion an inclusive culture; Recruit, develop and retain talent; Enhance employee experience; Improve social progress and impact.
- Operates regional Inclusion Councils globally (11 chapters across Australia, Asia, Europe, Africa & Middle East, North & South America).
- Hosts five ERGs: Black Employee Alliance; Emerging Leaders Group; Graduates Advancing to Professionalism; Growing Representation & Opportunity for Women; PRIDE.
- Balanced-slate candidate selection practice in recruitment; job postings reach diverse external/internal pools.
- Sponsored HBCUs & HSIs via university partnerships (since 2021); ~ $1 million over three years to NC A&T, Prairie View A&M, Tuskegee for STEM.
- Board oversight: Governance and Organization & Compensation committees oversee diversity, non-discrimination, inclusive workplace policies.
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