PEOPLE PROCESS ยท PROCESS MAP
What is Hire to Retire?
Explore how SAP SuccessFactors supports workforce planning, recruiting, employment, development, time, pay, and eventual separation for employees and external workers.
Hire to Retire flow
Select any stage to explore
How the process works
H2R is the connected employee lifecycle from workforce design to a controlled departure. Each stage hands trusted data and clear responsibilities to the next, while effective dating preserves what changed, when, and why.
- 01
Plan Workforce
Define where work is needed and establish the organisational, position, capacity, and authority framework.
Creates Approved workforce structure, positions, and accountable organisation
- 02
Recruit Talent
Find, assess and commit the right person to the approved need. A requisition describes the role, approvals, hiring team, and candidate criteria. Applications, interviews, assessments, offers, and compliance records form the selection trail.
Creates Candidate, requisition, assessment, offer, and selection evidence
- 03
Onboard Employment
Establish identity, employment or external-worker assignment, access and readiness to work. Personal, job, bank, tax, benefit, equipment, and policy data are collected with appropriate access.
Creates Effective-dated employment, assignment, access, and readiness record
- 04
Manage Employment
Grow, move and maintain the employee through the changing needs of work and career. This active-employment lifecycle includes performance, skills, learning, promotion, transfer, compensation change, time, absence, and career movement.
Preserves Controlled employee-change, development, time, and employment history
- 05
Pay & Exit Payroll + exit
Meet recurring pay and employment obligations, then complete final settlement and controlled separation when employment or an external assignment ends. Approved time and recurring pay feed payroll calculation, statutory deductions, payment, posting to Finance, and worker statements.
Creates Payroll, Finance, final-settlement, and controlled separation evidence
WORKER AND CHANGE MODEL
Read every lifecycle event as of the right date
This lens answers a different question from the lifecycle above: what evidence proves the result at each ownership boundary?
WORKER TYPES
Employment is not the only lifecycle
H2R can manage employees and external workers. A contractor still needs a controlled record, assignment, access boundary, end date, and closure responsibility.
Recruit, hire, onboard, change, develop, manage time and pay, then exit.
Engage, onboard, assign, extend, then expire or terminate with access and downstream closure.
A Position connects an incumbent to the manager and reporting structure; configuration detail belongs in 404.
CONTROL POINTS
What keeps H2R reliable?
People data carries legal, financial, and personal consequences. Reliability depends on clear ownership, appropriate access, and changes that take effect at the right time.
Approved workforce structure
Positions, legal entities, departments, locations, and cost centers establish authority, reporting, security, and budget ownership.
Explore workforce design THROUGH EMPLOYMENTPrivacy and effective dating
Role-based permissions, workflows, event reasons, and dated records protect sensitive data and preserve an auditable employment history.
Explore onboarding BEFORE PAY AND EXITPayroll and departure checks
Approved time, payroll validation, final obligations, equipment return, and timely access removal coordinate a complete, controlled exit.
Explore pay and exitSee how one employee lifecycle can operate through enterprise, federated, outsourced, and hybrid HRIS models.