SAP SuccessFactors PMGM Consultant

AFFLUENT SOFTWARE INNOVATIONS PTE. LTD.; Singapore; On-site; SGD 120,000 - 180,000; Part time

Job summary

Affluent Software Innovations Pte Ltd in Singapore seeks an experienced SAP SuccessFactors PMGM Consultant with 5–6 years of hands-on experience to design and deliver Performance & Goals solutions. You will work with HR and business teams to translate requirements into practical PMGM designs and configurations.

The role covers goal management, performance evaluations, competency assessments, continuous feedback, development planning, and calibration.

Qualifications

• Strong functional understanding of performance management practices.
• Experience with translating business requirements into SuccessFactors solutions.
• End-to-end PMGM implementations experience will be advantageous.

Responsibilities

• Own functional activities for PMGM projects.
• Engage HR and business teams to define performance-management framework.
• Configure and maintain PMGM forms and templates.
• Design goal plans aligned with objectives.
• Support integration with Employee Central.

Skills

SAP SuccessFactors PMGM

Performance management

Education

Bachelor's degree in Computer Science, Information Technology, Business, Human Resources, Engineering, or a related field

Tools

SAP SuccessFactors Platform

Job description

Job Description – SAP SuccessFactors PMGM Consultant

Company: Affluent Software Innovations PteLtd
Location: Singapore
Employment Type: Contract
Experience: 5–6 Years
Role: SAP SuccessFactors Performance & Goals (PMGM) Consultant

RoleOverview

Affluent Software Innovations Pte Ltd is seeking an experienced SAP SuccessFactors PMGM Consultant with 5–6 years of experience to support SuccessFactors Performance & Goals engagements in Singapore.

The consultant will be responsible for designing and delivering solutions around employee goal management, performance evaluations, competency assessment, continuous feedback, development planning, and performance review processes.

The role requires strong functional understanding of performance management practices along with the ability to translate business requirements into practical SuccessFactors solutions.

CoreResponsibilities

• Own functional activities for SAP SuccessFactors Performance & Goals Management projects.
• Engage with HR, Talent Management, and business teams to understand theirperformance-management framework and organizational objectives.
• Facilitated discussions to define:
• Goal-settingprocesses
• Performance review cycles
• Rating methodologies
• Competency frameworks
• Employee evaluation criteria
• Continuous feedback requirements
• Development objectives
• Translate business processes into SuccessFactors PMGM solution designs.
• Configure and maintain Performance Management forms and templates.
• Design goal plans aligned with organizational and departmental objectives.
• Configure performance sections, rating scales, competencies, and review workflows.
• Set up and maintain Goal Management structures and associated business rules.
• Support 360-degree feedback / Multi-Rater Review processes where required.
• Configure and support Continuous Performance Management (CPM) functionality.
• Support activities related to employee feedback, achievements, coaching, check-ins, and development conversations.
• Configure permissions and access according to business requirements.
• Support alignment of employee goals with team and organizational goals.
• Assist with performance calibration and talent-review processes.
• Work with HR teams to define appropriate rating and evaluation methodologies.
• Support integration of PMGM with Employee Central and other SuccessFactors modules.
• Analyze defects and functional issues and provide appropriate solutions.
• Prepare functional documentation, configuration workbooks, test scenarios, and user guides.
• Conduct demonstrations and knowledge-transfer sessions for HR administrators and business users.Performance Management Expertise: The candidate should have practical knowledge of the completeperformance-management lifecycle, including:

GoalCreation → Goal Alignment → Employee Review → Manager Assessment → Feedback →Rating → Calibration → Finalization → Performance HistoExperience shoulduld include configuring performance processes for different emplogroups andsand supporting annual, mid-year, quarterly, or continuous performance cycles.

Goal Management: Strong understanding

of Goal Management is expected, including:

• GoalPlan configuration
• Organizational and individual goals
• SMART goal concepts
• Goal cascading and alignment
• Team and group goals
• Goal categories
• Goal weights
• Goal status and tracking
• Goal modification processes
• Goal-relatedpermissions
• Business rules
• Goal reporting and analytics

PerformanceManagement

Hands-onexperience should cover:

• Performance form configuration
• Performance sections
• Competencies
• Job-specificcompetencies
• Rating scales
• Rating options and guidelines
• Performance summaries
• Manager and employee evaluations
• Comment and feedback sections
• Review workflows
• Routemaps
• Form status management
• Formtemplates
• Signature and completion processes
• Performance history

ContinuousPerformance & Feedback

Experience with modern performance-management practices is highly desirable, including:

• Continuous Performancee Management
• Employee-managercheck-ins
• 1:1discussions
• Coaching and feedback
• Employee achievements
• Development conversations
• Performance notes
• Ongoing goal tracking
• Feedback-drivenperformance improvement

Calibration& Talent Processes

The consultant should have exposure to performance calibration and talent processes, including: Calibration sessions

• Rating normalization
• Manager discussions
• Talent review preparation
• Performancedistribution analysis
• Calibration templates and configuration
• Integrationwith broader Talent Management processes

Exposure to Succession & Development or Talent Intelligence Hub will be an advantage.

ImplementationResponsibilities

The candidate must have participated in end-to-end SAP SuccessFactors PMGM implementations.Typical responsibilities should include:

• Business requirements analysis
• 2.Current-stateand future-state process discussions
• 3. Solution design
• 4. PMGM configuration
• 5.Goal-planand performance-form development
• 6.Business-ruleand workflow configuration
• 7. Security and permissions
• 8.Datapreparation
• 9. Integration coordination
• 10. Unit testing
• 11. System Integration Testing
• 12. User Acceptance Testing
• 13. Defect resolution
• 14. User training
• 15. Cutover preparation
• 16. Go-Live support
• 17. Hypercare and stabilization

Integration& Ecosystem Knowledge

The candidate should understand how PMGM fits within the bbroader SuccessFactors ecosystem

Relevantexposure includes:

• Employee Central
• SAP SuccessFactors Platform
• SAP SuccessFactors Recruiting / Onboarding
• Succession& Development
• Compensation
• Learning
• SAP Integration Center
• SAP CPI / SAP Integration Suite
• OData-basedintegrations
• Employeeand organizational data synchronization

The consultant should be able to work with integration teams to define field mappings, dependencies, testing requirements, and functional validation.

Reporting& Analytic Experience with

performance-related reporting is preferred, including goal completion analysis

• Performance ratings
• Competency ratings
• Employee performance history
• Performance-cycle status
• Goal progress
• Manager/employeeparticipation
• Calibration-relatedreporting
• Talentand performance dashboards

Good to Have

SAP SuccessFactors PMGM certification.

• Experience with Continuous Performance Management
• Exposure to Calibration.
• Experience with 360/Multi-Rater Reviews
• Knowledgeof Succession & Development.
• Exposure to Talent Intelligence Hub.
• Experience with SuccessFactors Compensation.
• Experience with global HR transformation projects.
• Experience working in a multi-country SuccessFactors environment.
• Knowledge of SuccessFactors quarterly releases and impact assessment.

ProfessionalCompetencies

• Strong understanding of HR performance-management practices.
• Ability to engage confidently with HR leadership and business users.
• Strong workshop facilitation skills.
• Ability to challenge requirements constructively and propose practical solutions.
• Excellent communication and presentation skills.
• Strong ownership of functional deliverables.
• Ability to manage multiple priorities within project timelines.
• Comfortable working independently as well as with distributed teams.
• Strong attention to detail, particularly around configuration and performance-cycle rules.

Education

• Bachelor'sdegree in Computer Science, Information Technology, Business, Human Resources, Engineering, or a related field.

SAP SuccessFactors PMGM certification is an added advantage.

IdealCandidate

The ideal candidate will be a PMGM-focused SuccessFactors professional who understands both the technology and the HR processes behind effective performance management.

Theyshould be comfortable working with HR and Talent teams to transform traditionalappraisal processes into structured, measurable, and employee-centric performanceand goal-management solutions, while taking ownership from solutiondesign through implementation and stabilization.