Embedded in Employee Central
BR opens inside SuccessFactors with matched look and feel, SSO and RBP-inherited permissions — an embedded experience, not a bolt-on portal. Upgrade-safe and extensible on SAP BTP and AWS.
Benefits That Stay in Sync With SAP SuccessFactors — and Every HRIS
When you connect Benefits Reimagined (BR) with SAP SuccessFactors, you're not just syncing data — you're activating a deeply embedded, intelligent benefits ecosystem that feels like one platform from end to end.
Embedded inside SAP SuccessFactors. SSO-enabled for one-click access. Unified UX with SAP's look and feel. Real-time automation via SAP Intelligent Services Center. Deep data mapping with 140+ HR fields. And because the same Integration Control Plane carries Workday, UKG, ADP, Dayforce, Paycom and Oracle HCM, the organization that is not on SAP — or is only partly on SAP — gets the same sync, the same rules and the same proof.
Certified connection · SSO · RBP140+ EC fieldsSAP Intelligent ServicesEC Payroll write-backAny HRIS · one control plane
Smarter Benefits with BR + SAP SuccessFactors: Embedded, Automated, and Intelligent
"Let's break down how this powerhouse duo transforms HR and benefits administration. Built on SAP BTP and AWS, certified on the SAP Store, and tailored for U.S. benefits, Benefits Reimagined natively integrates with SAP SuccessFactors, eliminates redundant apps or portals, offers AI-powered personalization and delivers enterprise-grade security and compliance — and then extends the same architecture to whichever HRIS your other entities run. It's not integration. It's a seamless extension of your HCM core."
ConnectCertified · SSO · RBP inheritedListenReal-time events via Intelligent ServicesMap140+ fields drive rules, security, workflowWrite backPayroll deductions, carriers, proofAny HRISWorkday · UKG · ADP · Dayforce · Paycom
140+HR fields pulled directly from SAP SuccessFactors Employee Central — 120+ standard and 20+ customer-specific — powering rules, security and workflow
1login — One Experience. One Platform. One Login. SSO through SAP Identity Authentication, permissions inherited from RBP
0custom code between an Employee Central event and the benefits action it triggers — Intelligent Services Center does the listening
12–20weeks to go live — the live estimate for a SuccessFactors deployment; other HRIS platforms use the same canonical model and connectors
Working Flow — Who Clicks What, in Order
From an approved connection to an employee seeing today's change on Employee Home: the ten steps a SuccessFactors administrator, a consultant, the sync itself and the modules downstream take, with the one thing the platform insists on at each step.
| # | Who · where | What happens | The rule at this step |
|---|---|---|---|
| 1 | SuccessFactors administrator SuccessFactors admin center | Approves the certified Benefits Reimagined connection and the events BR will listen to — hire, job change, pay change, leave, termination. | BR is granted access to read; it never changes an HR record in your core. |
| 2 | Consultant Integration Control Plane › Connections | Adds SuccessFactors — or Workday, UKG, ADP, Dayforce or Paycom for another entity — and runs the connection test. | A connection goes live only after a successful test, and every connection is listed on one screen. |
| 3 | Consultant Field Mapping | Maps the 140+ Employee Central fields to BR's plain names; IntelliMap suggests, the consultant approves; every mapping is versioned. | Every HR system maps to the same plain names, so the rest of the platform never knows the difference. |
| 4 | Consultant Initial load | Runs the first full load and reviews the counts: received, accepted, held. | Nothing is dropped. A record that fails a check is held for a person to look at. |
| 5 | The sync As HR saves | A hire, a promotion, a pay change or a termination arrives within seconds of HR saving it; BR adds the change to the record with its date. | Every change is kept with its date — the record as it was on any day is always available. |
| 6 | Business Rules The moment the record changes | Recalculates who may enroll, the cost, the coverage and the contribution groups on the new details. | The rule sees exactly the fields the mapping delivered, nothing else. |
| 7 | Administrator Held records desk | Resolves records the sync held — a missing date, an unknown location, a duplicate — and releases them. | A held record is never silently applied; the resolution is on record. |
| 8 | Employee Employee Home · mobile app | Signs in once through SuccessFactors or the company identity provider and sees the same record HR sees, with today's change. | One sign-in, the roles the employee already has, no second password. |
| 9 | The sync Nightly | Compares BR's records with the HR system's and lists the differences. | A difference is a report for a person, not a correction made in the dark. |
| 10 | Administrator Control plane dashboard | Reads connection health, last run, record counts and unexplained records for every HR system, and asks Athena about a held record. | One screen for every HR system, SAP or not. |
One New Hire, Five Stages of Sync
Follow Jane's hire from Employee Central to a confirmed election and a payroll deduction — then see the same journey from a Workday tenant. Each stage names the SAP mechanism, and each stage has an equivalent for every other HRIS.
Certified, single sign-on, and secured by your own RBP.
BR connects to SAP SuccessFactors Employee Central through a certified connection with automatic user and permission provisioning. Employees open BR from the SuccessFactors home page with Single Sign-On; administrators, HR business partners and employees see exactly what their Role-Based Permissions allow, because BR inherits those groups instead of inventing a second security model. The UI matches SAP's look and feel, so it reads as part of SuccessFactors rather than a portal beside it.
What connects
- Certified connection to Employee Central — Personal, Job, Compensation, Dependents, Pay Components
- SSO via SAP Identity Authentication; one click from the SuccessFactors home page or the mobile app
- Automatic user and permission provisioning — a hire in EC is a user in BR the same minute; a leaver is closed the same day
- Embedded, upgrade-safe: BR runs on SAP BTP (or AWS) beside SuccessFactors and never modifies your core
Why it matters
No second identity store. No re-keyed employee master. No nightly spreadsheet.
On Workday, UKG, ADP or Dayforce the same tenant connects through that system's API or SFTP delta, with SSO through your identity provider.
Intelligent automation via SAP Intelligent Services.
Using SAP Intelligent Services Center (ISC), BR monitors real-time employee lifecycle events — new hire onboarding, job changes or compensation updates, terminations, leaves and life events — and responds instantly with targeted enrollment triggers, preconfigured rules and automated communications. HR updates trigger benefits workflows without delay; there is no custom code and no manual intervention. One event, many actions: eligibility changes, document requests, enrollment nudges — all automated.
Events BR subscribes to
- New hire, rehire and internal transfer — eligibility set, welcome offer opened, Athena introduction sent
- Job change or compensation update — an employee promotion triggers real-time eligibility updates via BR's event-driven engine; new plan options appear instantly in a tailored enrollment flow
- Termination and leave — COBRA notices, direct billing cases, carrier terminations and final deductions queued the same day
- Life events — marriage, birth, address change — start the matching approval workflow with the documents it needs
Why it matters
The employee's benefits change the minute HR's record does — not at the next file run.
SuccessFactors keeps adding new lifecycle events and subscriber types; BR subscribes to new ones without a release. Other HRIS platforms deliver the same events by webhook or delta.
Deep, field-level integration — purpose-built by BR.
Benefits Reimagined pulls 120+ standard fields and 20+ customer-specific fields directly from SAP SuccessFactors Employee Central. This rich data layer powers granular business rules (eligibility, plan access, triggers), role-based security controls (admin vs. employee vs. HRBP) and workflow automation based on location, job code, compensation, union status and more. Custom MDF objects — a grant code, a shift pattern, a bargaining unit — map beside the standard portlets, so the rules that matter to your organization run on the fields that only your organization has.
What the fields drive
- Business Rules — IF location, job code, salary, union status THEN eligibility group, plan access, contribution tier
- Security — RBP groups become BR roles; an HRBP sees their population, an employee sees only themselves
- Workflow — approver identities, escalation targets and delegations resolve from EC job relationships
- Compliance — variable-hour measurement and 1095-C per EIN read EC data live
Why it matters
Rules are written once, against the data model — not once per field feed.
The field map is versioned; when Employee Central adds a field or you add a custom one, IntelliMap proposes the alignment and a person approves it.
End-to-end workflow automation — through to payroll and carriers.
A confirmed election is not finished until payroll and the carrier know. BR writes benefit deductions back to Employee Central Payroll — or to a third-party payroll by file or API — in the same pay period, sends the carrier feed through IntelliMap templates, and hands the run to 4-Way Reconciliation so census, carrier file, invoice and payroll are proven equal. Where a correction is retroactive, ReVerge recalculates the missed or excess deductions and posts them with an explanation.
What flows out
- Deductions to Employee Central Payroll (Pay Components) or a payroll file — every pay period, with retro handled by ReVerge
- Carrier 834, flat file, XML or API per carrier, built with IntelliMap and acknowledged per member
- HSA/FSA custodian and retirement recordkeeper files on the same control plane
- Reuse what you already have — org charts, job data, cost centers, time off and life events stay in SAP objects
Why it matters
Lower total cost of ownership and less data maintenance, because nothing is copied that SAP already keeps.
Third-party payroll customers (ADP, Paycom, Dayforce) receive the same deduction file from the same run.
Optimized for SuccessFactors, ready for any HRIS.
SAP customers are rarely only SAP customers. An acquisition arrives on Workday, a plant runs UKG, a subsidiary uses Dayforce. BR's Integration Control Plane treats SuccessFactors as the embedded, real-time path and every other HRIS as a first-class connection to the same canonical workforce model: source-native at the edge, BR-native at the core. Events for speed, API enrichment for authoritative detail, delta files for completeness and reconciliation for proof — and the operating invariant that SOURCE = ACCOUNTED + EXPLAINED, so unexplained is always zero.
How other HRIS connect
- Workday, UKG Pro, ADP Workforce Now, Dayforce, Paycom, Oracle HCM Cloud and legacy SAP HCM — by API, webhook, SFTP delta or the BR HRIS Canonical API
- Middleware never required: Boomi, CPI, OIC or MuleSoft customers can keep it, but the canonical API needs none
- Business Rules never reference a vendor field, so one rule set serves every entity
- Effective dating and retro corrections handled the same way for every source — bitemporal storage, ReVerge for retro
Why it matters
One benefits platform for the whole enterprise, whatever the HRIS behind each entity.
A mixed-HRIS employer sees one Employee Home, one Benefits Admin dashboard and one reconciliation — and the SAP entity still gets the embedded experience.
Rules of the Sync — What the Platform Enforces
The guarantees behind the connection. Each one exists to keep your HR core untouched and your benefits data explainable to the day.
| Rule | How it works | Why it is there |
|---|---|---|
| The HR system is the source of HR data | Employee, job and pay details are read from SuccessFactors or the connected HR system. BR sends back only what you agree to — benefit deductions and elections. | One source of truth, and your HR team stays in charge of it. |
| Nothing changes in your SAP core | BR sits beside SuccessFactors on SAP BTP; no custom object, no modification. | Every SuccessFactors release arrives without a surprise on the BR side. |
| Every change keeps its date | A change is added to the record with its effective date; it never overwrites what was there. | A retroactive change is a new row, and the record as it was on any day can be shown. |
| Held, never dropped | A record that fails a check waits on the held desk with the reason. | No employee disappears from benefits because of a data error. |
| Same plain names for every HR system | Every connection maps to the same field names, so rules, screens and reports work the same for every part of the company. | An acquisition on Workday or Paycom joins the same tenant without a second product. |
| Mappings are versioned | A mapping change is a new version with its author and date; the old version remains readable. | An auditor can see which mapping was in force when a record arrived. |
| One sign-in | Employees and administrators sign in through SuccessFactors or the company identity provider, with the roles they already hold. | No second password and no second security setup. |
| Connections are certified and tested | The SuccessFactors connection is SAP-certified; every connection goes live only after a successful test. | Faster procurement and a connection your SAP team recognises. |
Core Capabilities of SuccessFactors & HRIS Sync
Everything in the live feature table — and the multi-HRIS control plane the live page did not yet show.
Intelligent Event Automation
Lifecycle events from SAP Intelligent Services Center drive enrollment triggers, document requests, nudges and workflows the moment HR saves the record.
Deep Field-Level Integration
120+ standard and 20+ custom Employee Central fields, versioned and mapped once, powering rules, security and workflow with real EC data.
Payroll & Carrier Write-back
Deductions posted to Employee Central Payroll or a third-party payroll, carrier feeds built with IntelliMap, retro corrections through ReVerge, proof through 4-Way Reconciliation.
Integration Control Plane
Every HRIS — SuccessFactors, Workday, UKG, ADP, Dayforce, Paycom, Oracle — on one canonical model with events, enrichment, delta and reconciliation, and an admin monitor with full transparency.
Future-Ready by Design
New SuccessFactors events and subscriber types, new benefit types like commuter, wellness or tuition reimbursement, regulatory changes (ACA, COBRA, HSA/FSA), multiple union groups or geographies with different rule sets — absorbed by configuration.
Bolt-On Portal vs. BR + SAP SuccessFactors
The live feature table, kept — with two rows added for the organization whose HRIS estate is more than SAP.
| Feature | Typical bolt-on benefits portal | BR + SAP SuccessFactors |
|---|---|---|
| Embedded in Employee Central | Separate site with its own navigation. | Yes — opens inside SuccessFactors. |
| SSO-enabled | Second username, second password reset queue. | Seamless login through SAP Identity Authentication. |
| Matched look & feel | Vendor branding. | Unified UX with SAP's look and feel. |
| Intelligent event automation | Nightly file; changes wait a day. | Via SAP ISC — real-time lifecycle events. |
| Admin monitoring | Ticket to the vendor to ask what synced. | Full transparency on the Integration Control Plane. |
| Deep field-level integration | A few dozen demographic fields. | 120+ standard + 20+ custom fields. |
| Drives rules, workflows & security | Re-keyed rules inside the portal. | Powered by real EC data — one rule set, one security model. |
| Future-ready | Custom code per new event. | Upgrade-safe & extensible by configuration. |
| Other HRIS in the same tenant | A second product, or a second contract. | Same control plane for Workday, UKG, ADP, Dayforce, Paycom, Oracle. |
| Proof the sync is complete | Trust the file count. | SOURCE = ACCOUNTED + EXPLAINED — unexplained is always zero. |
Athena on the Integration Control Plane
Ask the Sync What Happened to a Record
Integration questions arrive as people, not as payloads: why isn't Jane eligible yet, why did payroll get a different amount, what changed when the Workday entity came on. Athena on the admin side answers from the sync's own run logs, watermarks and reconciliation results — and drafts the fix for a person to approve.
- "Why is Jane not eligible yet?" — the EC event, the field values it carried and the rule that evaluated them
- "Which deductions changed in pay period 19?" — the write-back list with the election behind each line
- "What did the Workday tenant add this morning?" — records by portlet, held items and their reasons
- "Is the SuccessFactors connection healthy?" — last event, last run, unexplained count, certificate expiry
- "Prepare the retro for the Oracle rehire" — a ReVerge case drafted, nothing posted
Why does Luis show as not eligible for the executive medical plan after his promotion?
Athena · from the sync logEmployee Central published the job-change event at 07:58 with Job code M4 and Pay grade 12. The eligibility rule for the executive plan requires Pay grade 13 or above, so BR set Luis to the Salaried-TX group instead. His compensation change to grade 13 is effective 10/01 and is already on file as a future-dated row; the plan will open for him on that date without another action.
Open the ruleShow Luis's timeline
Draft a note to Luis explaining that, but don't send it.
AthenaDrafted in the Communication Hub as a Pending Action for your review: it explains that the executive plan opens on October 1 with his new grade, links his current elections, and offers the IntelliSuggest comparison for that date. Nothing has been sent.
Review the draftSend on 10/01
Ask about any record, run or write-back…
Why SAP Customers — and Mixed-HRIS Enterprises — Choose BR Sync
Native, Not Bolted On
A certified connection, single sign-on, inherited permissions and an embedded screen: BR is a seamless extension of your HCM core, built on SAP BTP and AWS and listed on the SAP Store.
Real-Time, Not Nightly
SAP Intelligent Services Center delivers the event; BR answers within seconds with eligibility, documents, nudges and workflows — no custom code.
Field Depth
140+ Employee Central fields including your custom MDF objects drive rules, security and workflow on real data instead of a re-keyed copy.
Ready for Any HRIS
Workday, UKG, ADP, Dayforce, Paycom and Oracle HCM connect to the same canonical model and the same rules — one platform for every entity you own.
Proof, Not Trust
Two watermarks, one terminal state per record, SOURCE = ACCOUNTED + EXPLAINED — and 4-Way Reconciliation proving census, carrier, invoice and payroll agree.
Lower Cost of Ownership
Org charts, job data, cost centers, time off and life events stay in SAP objects; BR never maintains a duplicate, and payroll deductions post themselves.
Four Changes, End to End — How the Screens Fit Together
The screens are one path. The connection is approved and tested, the fields are mapped, the first load runs, and from then on every change HR saves flows through Business Rules to Employee Home within seconds. Four stories show the path in use, and a fifth shows the same path for an entity that is not on SAP.
- The Tuesday promotion — HR saves Jane Doe's promotion in Employee Central; within seconds her record in BR carries the new job code and salary, Business Rules moves her to the salaried medical group, and Employee Home shows her new options
- The late termination — a termination saved two weeks after the leaving date arrives with its effective date; the record shows both dates, the deductions taken in between are flagged for the retro, and 4-Way Reconciliation picks them up
- The held record — a new hire arrives without a work location; the sync holds the record with the reason, the administrator adds the location from the offer letter, releases it, and the hire is enrolled the same day
- The nightly difference — the comparison lists twelve employees whose cost center differs between the two systems; the report goes to HR, who correct SuccessFactors — and the next sync closes the list
- The Paycom plant — the acquired plant's employees arrive through the Paycom connection, mapped to the same plain names; the same eligibility rules, the same Employee Home and the same dashboard, with the entity as a column
One Experience. One Platform. One Login.
Bring your Employee Central configuration — and the HRIS your other entities run. We'll show a hire event travel from SuccessFactors to a confirmed election and a payroll deduction in one sitting, then show the same record arriving from Workday or UKG.
SAP Store certifiedCertified connection · SSO · RBP140+ Employee Central fieldsReal-time lifecycle eventsWorks with Workday · UKG · ADP · Dayforce · Paycom
SuccessFactors & HRIS Sync FAQs
Through a certified connection to Employee Central plus event subscriptions in SAP Intelligent Services Center. BR reads 120+ standard and 20+ customer-specific fields, listens for lifecycle events in real time, opens inside SuccessFactors with SSO and inherited Role-Based Permissions, and writes benefit deductions back to Employee Central Payroll. It runs on SAP BTP and AWS and is listed on the SAP Store.
No. The certified Employee Central connection and Intelligent Services subscriptions are all BR needs. If you already run Integration Suite, CPI, Boomi or MuleSoft, BR works beside them; if you don't, nothing has to be bought.
Both. Deductions post to Employee Central Payroll as pay components every pay period. Organizations on ADP, Paycom, Dayforce or another payroll receive the same deduction output by file or API from the same run, and ReVerge handles retroactive corrections for either.
They map beside the standard portlets. IntelliMap proposes the alignment for each custom object — a grant code, a shift pattern, a bargaining unit — and an administrator approves it. Business Rules can then use the field like any standard one.
Workday, UKG Pro, ADP Workforce Now, Dayforce, Paycom, Oracle HCM Cloud and legacy SAP HCM connect to the same Integration Control Plane by API, webhook, SFTP delta or the BR HRIS Canonical API. SuccessFactors is the embedded, real-time path; every other HRIS is a first-class connection to the same canonical workforce model.
Yes. A mixed estate — SuccessFactors for the parent, Workday for an acquisition, UKG for the plants — runs in one BR tenant with one rule set, one Employee Home and one reconciliation, because rules reference the canonical model rather than any vendor's field names.
Every source record ends in exactly one terminal state and the control plane enforces SOURCE = ACCOUNTED + EXPLAINED, so the unexplained count is always zero. Two watermarks — ingestion after durable storage and processing after terminal accounting — make every run auditable, and 4-Way Reconciliation proves the output against carrier, invoice and payroll.
The live estimate is 12–20 weeks for a full BR deployment, with the SuccessFactors connection itself established in the first phase. Because there is no custom code between an Employee Central event and the benefits action, most of the timeline is plan configuration, not integration.
It's Not Integration. It's a Seamless Extension of Your HCM Core.
With BR + SAP SuccessFactors you get a unified benefits experience that's real-time, intelligent and built for how a modern HR team works — and the same platform is ready the day your next entity arrives on a different HRIS.