HR Systems Assurance Specialist - SAP Payroll and SuccessFactors

HR Systems Assurance Specialist

SAP Payroll and SuccessFactors

Chennai | India

We are seeking an HR Systems Assurance Specialist to provide independent assurance that HR data, payroll and time are accurate, compliant and appropriately controlled across SAP ECC Payroll and SuccessFactors. The role involves independently extracting and reconciling data across systems, investigating discrepancies, testing controls and clearly reporting findings. This is an assurance and reporting role; it does not involve building or configuring the systems.

KEY RESPONSIBILITIES

Perform recurring data quality checks across SuccessFactors Employee Central and SAP ECC Payroll to assess completeness, accuracy, validity and consistency of HR master data.

Reconcile payroll results across periods, including headcount, gross pay, deductions, general ledger (GL) and bank postings, and check compliance with statutory and company policy requirements.

Verify that SuccessFactors Time Tracking data aligns with rosters and time rules and flows correctly into SAP ECC Payroll wage types.

Monitor Employee Central to ECC replication and investigate errors, missing records and data mismatches.

Design, perform and document control tests, maintaining clear, audit-ready evidence and supporting audit trails.

Log findings, follow up with control and process owners on remediation, and report recurring issues and trends.

Explain findings and potential impacts clearly to HR Technology, payroll teams and HR business stakeholders.

KEY COMPETENCIES & SKILLS

Strong hands-on reporting skills in SAP ECC HCM/Payroll and SuccessFactors, including Story reports and Table reports.

Good understanding of SAP HCM and SuccessFactors data models, including Employee Central, Time Tracking and the payroll cluster.

Working knowledge of payroll processes, including gross-to-net calculations, retroactive and off-cycle payroll, and payroll reconciliation.

Understanding of time management processes, including rosters, overtime, shift and night allowances, public holidays and absence accruals.

Advanced Excel skills, including Power Query, PivotTables and XLOOKUP; working knowledge of SQL.

Ability to use Power BI for reporting is preferred; Python or similar scripting experience for automating checks is an advantage.

Understanding of control design and testing, maker-checker controls, segregation of duties, audit trails and data privacy.

Strong analytical thinking, professional scepticism, clear written communication and accurate documentation.

TECHNICAL KNOWLEDGE

SAP ECC HCM / Payroll

Knowledge of key info types: 0000/0001, 0007, 0008, 0014/0015, 2001/2002 and 2010.

Understanding of payroll cluster PCL2, including RT, CRT and WPBP, and how retroactive calculations appear.

Experience with or understanding of Wage Type Reporter (PC00_M99_CWTR), payroll journal, PC_PAYRESULT, Ad Hoc Query, SQVI and SE16N.

Ability to read a payroll schema or PCR and explain a result; configuration or development is not required.

SuccessFactors Employee Central

Understanding of corporate, succession and country-specific data models, MDF objects, picklists and effective-dated records.

Experience creating or using Story reports (People Analytics) and Table reports.

Ability to use the Data Replication Monitor to investigate Employee Central to ECC replication issues.

SuccessFactors Time Tracking

Understanding of time profiles, time types, time recording profiles, work schedules and holiday calendars.

Knowledge of time valuation and time collectors, including how approved timesheets flow into ECC Payroll wage types.

Payroll, Data and Assurance

Understanding of gross-to-net payroll, retroactive and off-cycle runs, and statutory deductions.

Ability to reconcile headcount, gross pay, GL postings and bank postings period on period.

Ability to assess roster patterns such as 4x4, 7x7, 14x14 and FIFO, including overtime, shift and night allowances, public holidays and absence accruals.

Understanding of data quality dimensions: completeness, accuracy, validity, timeliness and consistency.

Knowledge of GDPR and India's Digital Personal Data Protection Act, 2023, and the importance of protecting employee data.

EXPERIENCE & EDUCATION REQUIREMENTS

6–10 years of total professional experience, including at least 4 years of hands-on experience with SAP HCM/Payroll and SuccessFactors data.

Experience working with multicultural, multi-country teams.

A degree in Commerce, Information Technology, Engineering or a related discipline.

Payroll and Time Management experience is an advantage.

Strong written and verbal English communication skills, with the ability to explain findings to payroll and HR managers without unnecessary technical jargon.

Self-motivated, analytical and process-oriented, with a collaborative approach to issue resolution and documentation.

ADDITIONAL / PREFERRED SKILLS

SAP certifications in SuccessFactors Employee Central, SuccessFactors Time Tracking or SAP HCM Payroll.

Exposure to Employee Central Payroll.

Interest or experience in automated or AI-assisted assurance checks.

PRACTICAL SCREENING EXERCISE

As part of the selection process, candidates may be given an anonymised Employee Central extract, timesheet extract and payroll wage-type extract. In approximately 45 minutes, candidates will be asked to:

Identify employees with approved time but no matching wage type in payroll.

Identify Employee Central pay changes that have not replicated to ECC.

Flag overtime that exceeds roster rules.

Name the control that could have prevented each issue.

LOCATION & WORKING HOURS

Location: Chennai, India.

Flexible working hours to overlap with operating sites in the Americas, Africa and Australia. India Standard Time is approximately 8.5–10.5 hours ahead of the Americas, depending on location and daylight-saving time.

Who we are

Glencore is one of the world’s largest global diversified natural resource companies and a major producer and marketer of more than 60 commodities. Through a network of assets, customers and suppliers that spans the globe, we produce, process, recycle, source, market and distribute the commodities that advance everyday life.

With over 140,000 employees and contractors and a strong footprint in over 30 countries in both established and emerging regions for natural resources, our marketing and industrial activities are supported by a global network of offices.

Glencore’s customers are principally industrial consumers, such as those in the automotive, steel, power generation, battery manufacturing and oil sectors. We also provide financing, logistics and other services to producers and consumers of commodities.

Important information

This material does not purport to contain all of the information you may wish to consider. For further important information, including in connection with forward-looking statements and other cautionary information, refer to the Important notice section of Glencore’s 2025 Annual Report, which is available at glencore.com/publications. By their nature, forward-looking statements involve known and unknown risks, uncertainties and other factors which may cause actual results, performance or achievements to differ materially from any future events, results, performance, achievements or other outcomes expressed or implied by such forward-looking statements. This document does not constitute or form part of any offer or invitation to sell or issue, or any solicitation of any offer to purchase or subscribe for any securities.

Other information

The companies in which Glencore plc directly and indirectly has an interest are separate and distinct legal entities. In this document, “Glencore”, “Glencore group” and “Group” are used for convenience only where references are made to Glencore plc and its subsidiaries in general. These collective expressions are used for ease of reference only and do not imply any other relationship between the companies. Likewise, the words “we”, “us” and “our” are also used to refer collectively to members of the Group or to those who work for them. These expressions are also used where no useful purpose is served by identifying the particular company or companies.

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