Securing SAP SuccessFactors Talent for a Major US Manufacturer

How Whitehall delivered a business-critical HRIS hire in under two months

Background

A major US manufacturer and distributor required additional SAP SuccessFactors expertise to support its continued growth. The organisation operates a portfolio of more than 85 brands across the recreational vehicle, marine, powersports and housing markets, with approximately 10,000 employees across its wider group.

As the business continued to grow through acquisition, its HR technology team needed additional capability to support the administration and optimisation of SAP SuccessFactors, particularly Employee Central.

Challenge

The organisation was progressing with an ongoing SAP SuccessFactors implementation and needed to appoint a permanent HRIS Administrator.

The successful candidate required strong technical knowledge of Employee Central, alongside the strategic mindset and communication skills needed to improve platform adoption across multiple businesses and stakeholder groups.

The role was critical to the organisation’s wider growth plans. However, the internal recruitment team did not have dedicated SAP hiring expertise, and the hiring manager had limited experience working with specialist recruitment agencies.

Whitehall therefore needed to provide both a precise talent search and clear guidance throughout the recruitment process.

Solution

Whitehall combined detailed role qualification, targeted SAP sourcing and consultative market guidance to understand the organisation’s technical requirements, culture and wider growth plans. The search focused on professionals who could support SAP SuccessFactors Employee Central while also building stakeholder confidence and driving adoption across an acquisition-led business.

1. Detailed Qualification: Defined the technical, strategic and communication requirements of the role.
2. Targeted SAP Search: Used Whitehall’s Bullhorn database and multiple LinkedIn Recruiter searches to identify relevant active and passive candidates.
3. SuccessFactors Expertise: Focused on professionals with strong Employee Central administration, optimisation and implementation experience.
4. Cultural Alignment: Assessed communication, relationship management and people skills alongside technical capability.
5. Consultative Guidance: Supported the hiring manager through each stage, providing market insight, process guidance and clear expectations.
6. Precision Shortlisting: Presented four carefully matched candidates, all of whom progressed to interview.

Outcome

• 100% Interview Rate: All four shortlisted candidates progressed to interview.
• 5 Weeks to Offer: The preferred candidate received an offer within five weeks of role qualification.
• Under 2 Months to Start: The candidate started less than two months after profile submission, including their notice period.
• 100% Offer Acceptance: The successful candidate accepted the offer on the first requirement.

The appointment strengthened the organisation’s internal SAP SuccessFactors capability and provided the technical and stakeholder expertise needed to support Employee Central, improve adoption and enable continued growth. The successful engagement also established Whitehall as a trusted specialist recruitment partner for future SAP hiring needs.