HR NOVA
Our holistic consulting approach to your HR/IT transformation.
We support companies on their journey towards becoming digitally and future-oriented HR/IT organisations, helping them with everything from strategic planning to defining, designing and implementing development steps (plateaus) to achieving the next level of maturity.
Our structured approach combines professional expertise with technical implementation know-how. Using uniform methods and a focused transformation approach, we deliver measurable results and design efficient, sustainable, employee-centred HR processes.
Our Recommendation: p78 E-Book “Countdown 2027: Strategically mastering the end of SAP HCM maintenance”
Time is running out: On December 31, 2027, standard maintenance for SAP ERP HCM will end. For many organizations, this means taking action rather than waiting. Extended maintenance until 2030 is costly, and at the same time, new priorities such as cloud strategies, AI compliance, and a modern employee experience are moving into focus.
In parallel, SAP SuccessFactors, Employee Central Payroll, and H4S4 promise future-proof HR solutions. But which path is the right one? Which architecture best fits your requirements? And how can you manage the transformation without disrupting ongoing operations — especially payroll?
Our e-book “Countdown 2027 – Strategically mastering the end of SAP HCM maintenance: The HR NOVA Transformation Guide for SAP SuccessFactors, H4S4, and Hybrid Scenarios” provides concise, practical answers and shows how to transform your HR IT landscape to be future-ready, compliant, and efficient.
What sets us apart
End-to-end consulting: clearly defined and targeted
Standardised methods and tools for greater consistency
Our approach
- Analysis & Strategy: First, we analyse the current maturity level of your HR/IT organisation. Then, we identify specific areas for improvement and use these to develop a suitable target architecture. Based on this, we design realistic plateaus and milestones to form the foundation of a structured, sustainable roadmap.
- Design & Implementation: We develop solutions that holistically map technical requirements and integrate seamlessly into your existing IT and target system landscape, whether we are introducing standard systems such as SAP SuccessFactors or H4S4, or expanding with tailor-made extensions. We draw on a broad technology portfolio, with scalability and future viability always in mind.
- Enablement & Change: We promote organisational adoption through training and change management measures, ensuring that new processes are introduced and practised sustainably.
- Sustainable transformation: We will continue to support you in optimising your HR organisation for long-term success.
Our service
Our services begin where transformation becomes a reality.
We develop an HR strategy together with our customers that puts people at the centre and can be translated into modern IT architectures. We support you in strategic realignment and the transformation of existing HR models, as well as in developing service-oriented structures and designing lean, digital processes.
We offer special solutions for industry with 'People & Production' that take into account the specific characteristics of production environments. These solutions range from shop floor-compatible self-services and mobile applications to integrated deployment planning processes.
Technological implementation is not a secondary consideration for us. With our expertise in HR technology, we implement smart SAP solutions, such as SuccessFactors, SAP Fiori, the Business Technology Platform (BTP), H4S4 and Concur. We integrate, expand and optimise to ensure the technology serves the user.
From global rollouts and cloud migrations to process harmonisation, UX projects and add-on development: HR Nova is involved in every project, acting as a connecting framework, methodological guideline and living practice.
More Information
Structure. Predictability. Measurable results. A clear path through HR transformation.
Our transformation approach is based on a structured maturity model that guides companies towards a future-proof HR/IT organisation, step by step. The individual plateaus mark deliberately chosen milestones, which are adapted to each company's starting point, target vision, and pace of change — ranging from targeted quick wins to comprehensive realignments.
A profound transformation begins as early as the first plateau: processes are automated, technological solutions are implemented, and initial organisational changes are introduced. This noticeably increases the efficiency and effectiveness of the HR/IT function. As the organisation matures, the focus increasingly shifts towards the strategic redesign of HR structures, roles and processes – HR is actively rethought and repositioned.
At the highest level of maturity, HR has undergone a complete transformation. It now acts as a strategic business partner, with technology forming an integral part of its operating model. The HR organisation is also actively shaping corporate culture, collaboration and value creation.
At HCM Practice, we support our clients in shaping their path, step by step, at a pace that is right for their company.
HR NOVA in detail
This presentation is based on the SAP Activate methodology and illustrates the key topics in each phase that are essential for taking end-to-end HR processes to the next level. SAP Activate also serves as a methodological basis for the projectmanagement.
Strategic & Business Needs
We analyse our clients' technical and strategic requirements to shape the transformation of HR IT systems implementation and introduction in line with best practice.
Solution Delivery / Implementation
Implementation of standard cloud solutions at a global and local level.
Digital architecture transformation (Integrate)
Designing the strategic landscape of the overall HR IT system to meet the technical requirements of HR and the strategic objectives of IT, while taking into account all technical dependencies.
Build & Extend
We develop customer-specific solutions that expand on standard solutions. These solutions are based on technical requirements and are integrated into the IT system landscape.
Organisational adoption
The interplay of change management, comprehensive testing and practical training ensures the acceptance, efficiency and sustainable use of HR IT transformation components.
1Discover
Define strategic basis
Having a joint strategic orientation at the start of a project establishes a shared understanding of the goals, HR processes, and system requirements. This provides a foundation for subsequent project phases, accelerates decision-making processes and sets the direction for successful, targeted implementation.
Set up decision trees
FA jointly developed decision tree ensures clear decisions regarding the future system landscape, as well as the tools and technologies used. It defines which systems should be used and under what conditions, using if-then links.
Checks
Assessing organisational readiness
A structured analysis of organisational readiness provides insight into the organisation's current level of maturity in terms of culture, competencies, and processes. This enables potential risks and success factors associated with change to be identified at an early stage.
2Prepare
Define technical scope
Having a clear scope from the outset of the project helps everyone involved develop the same understanding as it progresses, preventing misunderstandings. It also helps ensure the right focus.
Identify gaps
Even before the requirements have been worked out in detail, an assessment can be carried out at a relatively high altitude, identifying where functional gaps may or will occur. This enables work to begin on closing these gaps at an early stage.
concepts ?
Technical concepts
Technical concepts form the basis of sustainable, scalable system architecture. They explain how extensions can be securely and efficiently integrated into the existing IT landscape. Standards, interfaces and security aspects are considered to ensure smooth implementation.
scope ?
Solutions scope
When scoping solutions, requirements are specified and prioritised before being translated into an implementable framework. This step bridges the gap between ideas and technical implementation, ensuring that enhancements deliver the desired added value and are technically feasible. A clearly defined scope minimises risks and facilitates effective planning.
Define the scope of change management
This clarifies the scope of the change management assignment, setting out the goals, roles and responsibilities in detail and defining the scope and timing of change support.
3Explore
End-to-End process Design
End-to-end process design ensures decisions are made with a holistic focus on customer satisfaction. This enables processes to be analysed and optimised in isolation from module and departmental boundaries.
Best practice
Best practices allow us to learn from methods that have already been tried and tested in other companies and proven to be effective. The focus shifts from the current situation to the opportunities that a new system will bring in the future.
Evaluate AI functions
The potential applications of AI in HR processes are advancing rapidly. During the exploration phase, it is sensible to evaluate the use of AI based on technical requirements, with the aim of making processes as efficient and automated as possible.
Template
Mock-ups
Mock-ups allow planned enhancements to be visualised early on and help to create a common understanding between the business department and IT. Serving as an interactive communication tool, they make requirements tangible and facilitate the incorporation of feedback at an early stage. This helps to ensure that the final solution meets users' actual needs.
Creation of change and adoption plan
The Change & Adoption Plan outlines specific communication, empowerment and participation measures for the organisation throughout the transformation process. Information, participation and training strategies are tailored to the affected stakeholders.
Evaluate organisational impact
An impact analysis demonstrates the effect of technological changes on roles, responsibilities and work processes, providing the basis for targeted change measures.
4Realize
Consolidate processes
As part of the implementation process, the designed processes are put into practice, adjusted if necessary, and consolidated. The aim is to establish practical, repeatable procedures that enable the consistent application of the HR Nova approach in everyday project work, collaboration and delivery processes.
Implementation of Change & Adoption Plan
This phase involves the operational implementation of the previously planned and defined measures, ranging from targeted communication to training and participation opportunities, to ensure the sustainable establishment of new working methods.
System adoption & Testing
System adoption and testing ensure that new solutions function flawlessly from a technical standpoint and are effectively accepted and used by users. The aim is to use testing as an initial engagement tool and embed the use of new systems in everyday life from the outset.
Change monitoring
Change monitoring provides continuous support throughout the change process by means of data-driven analyses and feedback loops. This enables the effectiveness of the measures to be repeatedly evaluated. This enables progress to be measured, risks to be identified early on, and adjustments to be made to the measures.
5Deploy
Adoption
The adoption phase focuses on embedding the change into everyday working life in the long term. Key performance indicators and feedback help to optimise the measures continuously and ensure lasting acceptance.
6Run & Elevate
Continuously improve processes
It is important to continually review and check the implemented test benches for optimisation during ongoing operations. There may be new functionalities that can be utilised, or useful end-user feedback that can be incorporated. A continuous improvement process can be implemented for this purpose, for example.