The SAP SuccessFactors 2H 2026 release introduces an updated reference for Designing Permission Roles, providing
administrators and implementation consultants with a structured foundation for role design discussions and initial system
configuration. The initial design focuses on the most common permission roles used across the SAP SuccessFactors Employee
Central Core business scenario, covering each role's typical scope, purpose, and baseline permissions. This post walks through
the key attributes that shape role design and the common roles that serve as a starting point for building a secure, scalable, and
well-governed permission model.

What This Reference Covers
The Designing Permission Roles documentation serves as a practical starting point for role design discussions and initial system
configuration. It describes the most common roles used across SAP SuccessFactors implementations — including their typical
scope, purpose, and the permissions they generally include. Administrators and consultants can use it alongside SAP Best Practices
for HCM to accelerate and standardize the design process.

Role Design Attributes
No two implementations are identical. SAP SuccessFactors role design is shaped by a combination of factors that must be
evaluated before configuration begins:

• Company size and organizational structure — Larger organizations typically require more granular roles to
  reflect regional or departmental differences in data visibility and access
• Modules purchased — Only modules included in the customer's subscription require permission configuration;
  scope drives role count
• Business scenarios — Different processes within a single module may require separate roles or distinct permission sets
• Country-specific requirements — Data privacy laws and local HR practices may require country-specific role variants to
  remain compliant
• Company culture — Organizational norms — such as whether employees or managers initiate performance forms —
  directly affect which roles need which permissions

To document and organize roles consistently, each role should be defined using the following attributes:

Attribute	Description	Example
Module	The SAP SuccessFactors module the role applies to	Employee Central
Business Scenario	The functional area or process within the module	Employee Central Core
Permission Role Name	The name assigned to the role in the system	Super Admin
Role Description	Plain-language description of the role's purpose and scope	Provides full administrative access to all Employee Central configuration
Permission Category	The category of a group of permissions in Manage Permission Roles	General User Permission
Permission	The name of a permission in Manage Permission Roles	Proxy Rights

Note: In larger organizations, a single role may be split into multiple region- or country-specific roles. For example, instead
of one Manager role, a company may use separate Manager roles per region where different data visibility rules apply.

Common Permission Roles
The following roles appear across most SAP SuccessFactors implementations and serve as a baseline starting point for role design:

Permission Role	Role Description
HRBP	Acts as a strategic advisor to the business on HR-related matters
HR Administrator	Maintains employee master data and organizational assignments; initiates and monitors data replication; maintains and approves time off
Manager on Direct Reports	Receives notifications and views apprenticeship plans for direct reports
Employee on Self	Accesses personal data and self-service capabilities
Super Admin	Holds the highest level of system access across all modules and configurations

Note: The permissions above reflect common baseline configuration for the Employee Central Core business
scenario only. For country-specific fields — including Global Information, Job Information, and Pay Components —
consult the relevant country-level Best Practice files. For other Employee Central scenarios, refer to
SAP Best Practices for SAP SuccessFactors Employee Central.

What You Should Learn

• Role design is not one-size-fits-all — Company size, modules purchased, business scenarios,
  country-specific requirements, and company culture all directly influence how permission roles are structured
• Document every role consistently — Using defined attributes (module, business scenario, role name, description, permission
  category, and permission) ensures roles are organized, auditable, and easier to maintain over time
• Start with the common baseline roles — HRBP, HR Administrator, Manager on Direct Reports, Employee on Self, and
  Super Admin provide the foundation for most Employee Central Core implementations
• Country-specific fields require additional steps — Global Information, Job Information, and Pay Components must be
  configured using the relevant country-level Best Practice files — the baseline roles do not cover these automatically
• Large organizations may need role variants — A single role such as Manager may need to be split into region or
  country-specific versions where different data visibility rules apply
• This reference covers Employee Central Core only — For other Employee Central business scenarios, consult
  SAP Best Practices for SAP SuccessFactors Employee Central for the appropriate role and permission guidance

Conclusion
Designing permission roles thoughtfully — accounting for organizational structure, module scope, business scenarios, and
country-specific requirements — is essential to building a secure and maintainable SAP SuccessFactors implementation.
The common roles covered here provide a consistent baseline, but each implementation will require adjustments based on the
factors unique to that organization. For detailed permission descriptions and full role mapping guidance, refer to the
SAP Help documentation: Implementing Role-Based Permissions — Designing Permission Roles.

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