SAP SuccessFactors Total Rewards: Add 14 Rewards Areas Without Replacing It
Keep SuccessFactors as your system of record and add depth across 14 rewards areas. A fair, area-by-area look at where Tallect fits.
SAP SuccessFactors is a strong HR suite. At many mid-size and enterprise companies, it is the system of record for people data. It handles employee records, performance, learning and hiring well. Tallect is designed to run alongside SuccessFactors, not to replace it. SuccessFactors stays the home for your people data. Tallect adds the Total Rewards depth that a broad HR suite usually leaves to extra products, partner tools and spreadsheets.
Tallect publishes this article, so it is written from Tallect’s point of view. SuccessFactors details reflect its standard product as of October 2026. Products change, so confirm current details with SAP or your implementation partner.
In SuccessFactors, compensation is one module inside a large suite. For most rewards needs beyond the yearly pay review, companies typically buy extra SAP products or add third-party tools. Tallect is built only for Total Rewards and covers 14 rewards areas on one platform.
We compare the two on Total Rewards only. We leave out core HR, learning and hiring, where SuccessFactors is strong. For each rewards area, we ask three questions:
- Does SuccessFactors offer it in its core product today?
- If it does, how flexible is it, and who has to set it up?
- What does Tallect offer in the same area, and how far does it go?
We give SuccessFactors one of three ratings in each area: Available, limited use, Partial or Not available. We call out extra SAP products and partner tools separately, because each one means extra cost and another contract.
What each platform is built for
SuccessFactors was built to manage people and performance. Tallect was built to manage rewards.
SuccessFactors started as a performance and goals company. SAP bought it and grew it into a full HR suite. Its core is the employee record and the talent processes around it. Compensation came later, as a yearly planning cycle that uses performance ratings.
Tallect started from rewards. Its founders are Total Rewards leaders with about 20 years of experience running rewards in 52+ countries. They saw the same problem in company after company. HR suites treat rewards as one small module, so rewards teams end up working in spreadsheets, survey files and third-party tools. They built Tallect to put every reward, every market data point and every policy in one place.
Area | SAP SuccessFactors | Tallect |
|---|---|---|
Built for | Employee data, performance, talent | Total Rewards |
Main focus | The employee record | The reward decision: pay, benefits, equity, incentives, awards |
Main buyer | CHRO and HR IT | CHRO and Head of Total Rewards |
Place of rewards | One module group in a large suite | The whole product |
Rhythm | Yearly review cycles | All year: every offer, promotion, payout and query |
Market data | Ranges loaded from outside | Surveys, range building and gap costing inside |
Who runs it | HR IT team and implementation partner | The rewards team itself |
Who designed it | Enterprise software teams | People who have run Total Rewards |
AI | Joule, with compensation agents for the planning cycle | inTallect agents for every rewards area |
SuccessFactors tells you who an employee is and how they performed. Tallect tells you what to pay, offer and reward, and what it will cost. You need both answers, which is why the two work well together.
Where rewards teams hit limits
SuccessFactors does many things well, but rewards teams that run on it tend to raise the same problems. These are the 12 we hear most often from rewards leaders.
Problem | What it means for the rewards team | How Tallect addresses it |
|---|---|---|
Rewards is a small part of a large suite | Rewards competes with other HR modules for attention. New rewards features usually arrive slowly. | Rewards is the whole product. Every release improves rewards. |
Most rewards areas sit outside the core | 9 of 14 areas are not in core SuccessFactors, including benefits, policies, equity, recognition and pay transparency. | All 14 areas are built in. |
Many vendors and contracts | Gaps are filled with extra SAP licences, such as Incentive Management, and outside vendors. | One platform, one contract, one integration. |
Built around one yearly cycle | The merit review works. Off-cycle offers, milestone bonuses and event-based plans are hard to run. | Built for rewards work all year. |
Changes often need partners | Deeper setup usually needs a certified partner, so a new bonus plan becomes a paid project. | The rewards team makes changes itself through simple builders. |
Market data lives outside | Survey data is cleaned and modelled in Excel, then loaded as pay ranges. | Upload surveys, build ranges and cost the gaps inside Tallect. |
Limited rewards analytics | Compa-ratio, range penetration, compression and cost-to-close need custom reports or exports. | Ready rewards dashboards from day one. |
Pay transparency needs extra products | EU pay gap analytics need a separate SAP Business Data Cloud package. | One pay transparency and equity module, with nothing extra to license. |
No single rewards picture for employees | Salary sits in one place, equity with a vendor, benefits somewhere else. | One total rewards statement with every element. |
Long, costly implementations | Systems integrators run projects. Time and cost grow with each module and country. | Live in 1 to 3 months, implemented by Tallect’s own team. |
Support sits far from rewards expertise | Help comes through tickets and partners who often know the tool better than rewards. | A dedicated pod of rewards practitioners. |
AI covers part of rewards | Joule and the compensation agents focus on the planning cycle. | inTallect agents across every rewards area. |
The common thread is dependence. Around SuccessFactors, the rewards team often relies on other people and other tools for everyday work. Tallect gives it one platform it can run on its own.
Capability by capability
The tables below cover 14 Total Rewards capabilities. In core SuccessFactors, 9 are not available, 3 are available in part and 2 are available with limited flexibility. Tallect covers all 14 on one platform.
- Available, limited use: the feature exists but is rigid or narrow.
- Partial: only basic features are in the core product.
- Not available: not in core SuccessFactors; needs a partner or a separate SAP product.
Pay, market data and policy
Capability | SuccessFactors today | Status | Tallect |
|---|---|---|---|
Total Rewards Statement & Strategy | No dedicated module. Basic statements from the Compensation module. | Not available | Rewards philosophy, every element in one statement, and future earnings simulation. |
Compensation Planning & Budgeting | Mature merit, promotion and budget cycles, with a Compensation Assistant. Complex changes need heavy configuration. | Available, limited use | Multi-currency budget simulation linked to live market ranges and talent classification. Configured in weeks. |
Market Benchmarking | Grades and ranges stored in Employee Central. Survey data prepared outside and loaded in. | Partial | Hosts multiple surveys, builds ranges, shows compression and costs gap closure. |
Hiring Intelligence | Offer letters, approvals and pay ranges on job postings in Recruiting. | Partial | Multi-option offers checked against market data and internal parity, with competitor pay captured. |
Pay Transparency & Equity | No dedicated module. EU gap analytics need SAP Business Data Cloud. | Not available | Job architecture, pay bands, gap audits and remediation budgets in one module. |
Pay Analytics & Reward Intelligence | Standard and Story reports. Deeper analysis usually happens in exports, Excel or another tool. | Partial | Ready dashboards for compa-ratio, pay mix, cost of reward, pay gaps and ROI. |
Global Policies | No dedicated module. Policies usually sit in document stores or the intranet. | Not available | Publish across countries in minutes, capture acknowledgements, audit live and answer queries with AI. |
Benefits, incentives, equity and engagement
Capability | SuccessFactors today | Status | Tallect |
|---|---|---|---|
Global Benefits | No flexible benefits engine. Employee Central Global Benefits covers mainly allowances, reimbursements and claims. | Not available | Flexible and standard benefits with life events, utilisation reporting and a statement link. |
Annual Bonus / Variable Pay | Variable Pay for performance-based plans. Milestone and event-based plans are hard to run. | Available, limited use | Milestone, event-based and cyclic plans with real-time payout simulation. |
Sales Incentives | Needs SAP SuccessFactors Incentive Management (formerly SAP Commissions), licensed and implemented separately. | Not available | Same platform and data as bonus and equity, with complex plan logic and rep earning views. |
ESOPs / LTIs | No equity administration. LTI awards planned in the cycle. Grants, vesting and buybacks need a third party. | Not available | Multiple LTI plans and currencies, with grants, vesting, buybacks and compliance reporting. |
Employee Recognition | No native platform. Basic spot awards. Points, catalogues and redemption need a partner. | Not available | Values-linked points, leaderboards and multi-wallet redemption in 85+ countries. |
Employee Engagement & Culture | No native survey engine. Delivered through partner solutions. | Not available | Surveys, polls, events and a social wall, with insights tied to rewards. |
AI agents for Total Rewards | No rewards agent layer. Joule and compensation agents cover the planning cycle. | Not available | inTallect agents across every module, with the roster expanding. |
Read together, the tables show a clear pattern. SuccessFactors is most at home in the yearly pay cycle: compensation planning and variable pay. Benefits, equity, recognition, engagement, policies and pay transparency are the areas that make a package total, and they typically sit outside the core product. In Tallect, they share the same platform and data as pay.
One platform instead of many tools
Around SuccessFactors, each rewards gap is usually filled by a separate vendor, with its own contract and integration. A rewards stack can grow to several separate tools (source needed). In Tallect, these areas share one data model, one employee experience and one budget view.
Rewards need | Typical setup around SuccessFactors | With Tallect |
|---|---|---|
Total reward statements | Basic statements, with other values compiled manually or by a vendor | Every pay, benefit, equity and recognition element in one view |
Compensation planning and budgeting | Compensation cycles, heavy configuration and multi-currency what-ifs in Excel | Merit, promotion and off-cycle reviews with budget simulation across currencies |
Variable pay and annual bonuses | Variable Pay, plus spreadsheets for milestone and event-based plans | Cyclic, milestone and event-based plans with real-time payout simulation |
Flexible benefits | A benefits administration vendor, integrated for eligibility and payroll | Native Flex Benefits, linked to the total rewards statement |
Global policies | Intranet pages, document stores and email acknowledgements | Acknowledgements, audit and AI Q&A in one module |
ESOPs and LTIs | A specialist equity provider, plus spreadsheets for buybacks | Multi-plan, multi-currency ESOP and LTI module |
Sales incentives | SAP SuccessFactors Incentive Management, licensed separately | Same data as bonus and equity |
Employee recognition | A recognition and catalogue partner | Redemption in 85+ countries |
Engagement and culture | A survey or engagement platform | Engagement tied to rewards insight |
Market benchmarking and ranges | Survey files and Excel models, loaded into ranges | Range builder that drives every decision |
Pay analytics | Exports into Excel or a BI tool | Rewards dashboards, ready on day one |
Pay transparency and equity | An analytics add-on or consultant-run audits | Native pay transparency and equity module |
Why one platform matters
- One source of truth. The salary in the offer, the range in benchmarking, the grant in the LTI plan and the award in recognition all come from the same record.
- One rewards view for employees. Salary, bonus, incentives, benefits, equity and recognition sit in one statement.
- One budget for finance. The full cost of reward, including incentives and equity, sits in one place.
- Fewer vendors to manage. There is one contract to sign, secure, audit and renew. One SuccessFactors integration replaces five.
- Connected decisions. A promotion can check the range, the pay gap, the equity refresh and the budget impact in one step.
Global and flexible by design
Tallect was built from day one for companies that pay people in many countries and currencies. One system runs every country, and local rules are set through settings, not custom code. Tallect serves clients in close to 18 countries today.
Many countries, one system
- Plan, budget and approve in local currency, and see the group total in real time.
- Keep a fixed planning rate and a live reporting rate side by side.
- See how currency changes affect budgets, payouts and equity value.
- Show employees their numbers in their own currency, and leaders the same numbers in group currency.
- Set grades, ranges, pay mix, benefit plans, eligibility, statutory pay elements and approvals per country or entity.
- Offer screens, statements and letters in multiple languages.
- Prepare for pay transparency laws, including the EU Pay Transparency Directive.
- Offer recognition redemption in 85+ countries, with local catalogues.
Changes as settings, not projects
Rewards design changes every year: a new bonus plan, a new country, an acquisition, a new equity scheme. In Tallect, the rewards team can make these changes in days.
- Fully modular. Start with one module, such as benchmarking or ESOPs, and add more later. Nothing needs to be rebuilt.
- Flexible plan rules. Bonus, incentive and LTI plans support milestones, events, cycles, tiers, accelerators and clawbacks.
- Many plans at once. Run different plans for different countries, functions, levels or acquired companies.
- Your philosophy, built in. Merit matrices, guidelines and range targets follow your philosophy, not a fixed template.
- Changes during a live cycle. Adjust budgets, guidelines, eligibility or exchange rates without starting over.
- Ready for M&A. Keep an acquired company on its own plans first, then bring it in line at your own pace.
SuccessFactors handles many currencies and languages for employee data. Country-level rewards changes, though, usually mean a partner project. Complex compensation or variable pay changes typically become scoped, paid work. Global flexible benefits, equity and recognition are not in the core product, so a global rewards team can end up managing many systems. With Tallect, it manages one, and the people who own the rewards design can change it themselves.
Analytics and self-service
A rewards team moves only as fast as it can get answers and make changes. Tallect is built for both.
Rewards analytics from day one
Tallect comes with rewards analytics built in, so there are no reports to build and no exports to Excel. Every chart uses the same live data that drives offers, increments, payouts and grants.
- Market position: compa-ratio, range penetration and positioning by grade, function, location and talent segment.
- Pay structure health: compression, inversion, red and green circle cases, range spread and overlap.
- Pay equity: adjusted and unadjusted gaps, outlier lists and the cost to remediate.
- Cost of reward: total cost by element, entity and currency.
- Pay mix: fixed, variable and long-term mix by level, against your philosophy targets.
- Budget and cycle: budget consumption, guideline adherence and manager exceptions, live during the cycle.
- Incentive and bonus: attainment, payout curves, earnings potential and cost forecasts.
- Equity: grants, vesting, unvested value, wealth created, dilution and buyback exposure.
- Benefits and recognition: utilisation, enrolment, recognition spread and redemption by country.
- Reward ROI: reward spend against performance, retention risk and talent classification.
You can slice any view by country, grade, gender, tenure, performance or talent segment. You can drill from a group number to one employee and test what-if cases, such as the cost of closing a pay gap. You can also ask inTallect a question in plain language and get a table or chart back.
SuccessFactors’ standard reports and Story reports work well for headcount and HR process data. Rewards analysis is a different job. Range penetration, compression, pay mix and cost-to-close usually need custom reports, exports or a separate analytics tool. Rewards teams often spend a lot of time in Excel before each cycle (source needed).
Your rewards team stays in control
Tallect is built so the rewards team can run it alone. Everyday changes need no IT ticket, partner change request or developer.
Everyday task | Typical path around SuccessFactors | With Tallect |
|---|---|---|
Launch a new bonus or incentive plan | Scoped change with HRIS or the partner | Configure it in the plan builder |
Load a new salary survey and refresh ranges | Prepare in Excel, then load into ranges | Upload, match jobs once, and inTallect maps the rest |
Change merit guidelines mid-cycle | Configuration change and retesting | Edit the guideline and republish |
Add a new country or entity | Configuration project | Clone a setup and adjust local rules |
Publish a policy to five countries | Intranet updates and email follow-ups | Publish once, track acknowledgements live |
Build a pay equity or cost report | Custom report or data export | Ready dashboard, filtered in seconds |
Answer an employee question on equity or benefits | Ticket to HR or the vendor | inTallect answers from the employee’s data and your policy |
Five things make this work:
- No-code builders for plans, eligibility, approvals, letters and statements.
- Ready templates based on real rewards practice.
- Self-serve data uploads, with checks before anything goes live.
- Role-based access for country rewards leads.
- inTallect agents that handle job matching, data cleanup, budget building and scenario analysis.
The rewards team moves at the pace of the business. IT and HR systems teams can focus on the system of record.
Pay transparency and pay equity
Pay transparency is now a legal requirement in many markets. EU countries were due to bring the EU Pay Transparency Directive into national law by June 2026. The first pay gap reports are due from June 2027 for employers with 150 or more staff. Pay range laws are also spreading across US states and other markets. Rules vary by country, so check your local requirements and take legal advice.
Tallect gives rewards teams one module to get ready and stay ready:
- Job architecture. Job families and levels that make “work of equal value” measurable.
- Pay bands. Ranges built from market data, by country, ready for job postings.
- Gap audits. Adjusted and unadjusted analysis, with drill-down to the cases behind the gap.
- Fix-it budgets. Cost the gap, spread the fix across cycles and feed it into pay planning.
- Employee requests. Answer pay information requests with consistent, auditable data.
- Reports. Country-ready reports with a full audit trail.
- Checks in every decision. Offers, promotions and increments are checked against range and parity before approval, so new gaps are stopped early.
SuccessFactors can post pay ranges in Recruiting and store pay data in Employee Central. EU gap analytics need a separate SAP Business Data Cloud package, which means another licence and another project. Tallect covers all of the above in one module and links it to every pay decision in the year.
AI for rewards: inTallect
inTallect is Tallect’s team of AI agents. Each agent works like a member of your rewards team and uses your own data and rewards philosophy. There are three kinds:
- Information agents answer questions with data, tables and charts.
- Action agents do tasks, such as building a budget or matching jobs.
- Advice agents give practical guidance on policy, design and market practice.
The agents cover these areas:
- Market Benchmark: job evaluation, benchmark matching, duplicate job reduction and range diagnostics.
- Compensation Planning: budget creation, manager coaching, analytics on prompt and at-risk case flagging.
- Total Rewards: reward scenarios, what-if analysis, budget simulation and nudges.
- Benefits: personalised choices, cost optimisation, compliance checks and policy answers.
- ESOPs and LTIs: plain-language answers and views of wealth created and future wealth.
- Sales Incentives: one-click budget simulation, rep earnings, policy Q&A and dispute handling.
- Recognition: eligibility answers and programme guidance.
- Pay Equity and Transparency: fair pay audits and gap explanations.
SAP’s Joule assistant and compensation agents work inside the SuccessFactors suite and focus on the pay planning cycle. AI can only be as broad as the product under it. Benefits, equity, recognition and pay transparency sit outside core SuccessFactors, so its AI typically does not reach them. inTallect covers the whole rewards lifecycle because Tallect does.
Implementation, support and cost
Who implements and supports
At Tallect, our own Total Rewards experts set up, support and improve your platform. Nothing is outsourced, so you work with one team that knows both the software and the rewards problem.
SuccessFactors works through SAP’s partner model:
- A systems integrator usually does the implementation.
- Ongoing changes often go through a separate support partner.
- Product issues go through SAP support tickets.
This works at large scale. For rewards, it can mean many hand-offs, and the rewards team often has to explain its own business to each new partner.
At Tallect, a dedicated seven-member account pod takes over after go-live. It includes a rewards lead who knows compensation, benefits, equity and incentives. It also has setup and data specialists who know your configuration. The pod gives hands-on help in every cycle, from pay review to bonus payout, grants and benefits enrolment. It also gives practical advice on policy, market practice and regulation.
How an implementation runs
Tallect goes live in 1 to 3 months, depending on the number of modules and countries. You can start with the module you need most and add more later without a new project.
- Discover. We learn your rewards philosophy, plans, countries, data and approval flows.
- Design and set up. We configure grades, ranges, plans, policies, workflows, letters and statements.
- Connect. In parallel, we connect SuccessFactors, set up single sign-on and agree on the payroll output.
- Test. Your team tests with real data and cases until you sign off.
- Train and go live. We train the rewards team, HR business partners and managers, then go live for your first cycle.
- Hypercare and handover. We stay close through the first live cycle, then the account pod takes over.
Stage | Typical SuccessFactors model | Tallect model |
|---|---|---|
Who implements | Systems integrator | In-house team led by Total Rewards experts |
Time to go live | Grows with each module and country | 1 to 3 months |
Rewards design advice | A separate consultant, if hired | Included, from people who have run rewards in 52+ countries |
Data loads | Partner-led | Guided self-serve uploads with checks |
Plan and cycle changes | Change requests, scoped and priced | Done with your team, often in the same week |
Adding a module later | A new project | Switch it on and configure |
Support after go-live | Support tickets plus a support partner | A dedicated seven-member account pod |
Product feedback | Through large user groups | Direct line to the founders and product team |
Here is what we need from you:
- One project owner from the rewards team.
- Access to set up the SuccessFactors connection and single sign-on.
- Your current plan documents, policies and data.
- Timely sign-offs after design and testing.
What drives the real cost
The true cost of rewards technology is more than the licence. It also includes implementation, change requests, extra vendors, integrations and your rewards team’s time.
Cost driver | Rewards stack around SuccessFactors | Tallect alongside SuccessFactors |
|---|---|---|
Licences | Compensation and Variable Pay, plus separate products such as Incentive Management and analytics add-ons | One modular subscription for the modules you switch on |
Point solutions | Separate vendors for benefits, equity, recognition and surveys | Included in the platform |
Implementation | Systems integrator projects per module | In-house, live in 1 to 3 months |
Change requests | Scoped and priced partner work | Configured by your team, with pod support |
Integrations | One per vendor | One SuccessFactors integration |
Rewards team effort | Reconciling spreadsheets and vendor reports | Live dashboards and inTallect agents |
Questions for your business case
- How many vendors touch rewards today, and what does each cost per year?
- How long does a new bonus plan or a mid-cycle change take, and who pays for it?
- How many hours does the rewards team spend in spreadsheets each cycle?
- How fast can you answer a pay equity question from the board or a regulator?
Where SuccessFactors stays strong
SuccessFactors remains the right home for what it was built for, and Tallect is built to work with it:
- Employee Central as the system of record for people, jobs and the organisation.
- Performance and Goals, whose ratings feed straight into Tallect.
- Learning, Succession and Recruiting.
- SAP payroll and finance links at enterprise scale.
None of these needs to move. The best setup for most companies is both: SuccessFactors for people and performance, Tallect for rewards.
Better together: how the integration works
Tallect does not replace SuccessFactors. Employee, job and organisation data flows in from SuccessFactors, and approved rewards outcomes flow back for payroll. SuccessFactors stays your system of record. Tallect becomes your system of rewards.
- Data in: employee, job, organisation and performance data comes from SuccessFactors through a ready connector, on a schedule you set.
- Outcomes back: approved increments, bonuses, incentive payouts, benefit elections, awards and letters go back ready for payroll.
- One experience: single sign-on lets managers and employees move between the two without a second login.
- Security: role-based access and an audit trail on every rewards decision.
- Beyond SuccessFactors: the same approach works with Workday, Oracle and other HRMS platforms, and with payroll and finance systems.
When Tallect is a good fit
Tallect fits when rewards matters too much to be one small module in an HR suite, and when you want to:
- Bring all 14 rewards areas onto one platform in place of five to seven tools.
- Run rewards across many countries, currencies and languages in one system.
- Let your rewards team make changes without IT tickets or partner change requests.
- Get rewards dashboards and pay equity analysis from day one.
- Work with an in-house expert team and go live in 1 to 3 months, starting small.
- Use AI across all of rewards, not only the planning cycle.
- Keep your SuccessFactors investment and add rewards depth around it.
Run Total Rewards alongside SuccessFactors
Tallect connects to SuccessFactors through a ready connector and single sign-on. Your rewards team can run all 14 rewards areas on one platform without IT tickets.
Frequently asked questions
Does Tallect replace SAP SuccessFactors?
No. SuccessFactors stays your system of record for people, jobs and the organisation. Tallect brings in employee, job, organisation and performance data through a ready connector. It then sends approved rewards outcomes back for payroll. Single sign-on links the two.
What does SuccessFactors cover for Total Rewards today?
SuccessFactors is strongest in the yearly pay cycle. It runs merit, promotion and budget cycles, and its Variable Pay module handles performance-based bonus plans. Market benchmarking, hiring intelligence and pay analytics are covered only in part.
Which rewards areas sit outside core SuccessFactors?
Of the 14 Total Rewards areas in this comparison, 9 are not in core SuccessFactors:
- total rewards statements and strategy
- pay transparency and equity
- global policies
- global benefits
- sales incentives
- ESOPs and LTIs
- recognition
- engagement
- AI agents for Total Rewards
Each one needs a partner or a separate SAP product.
How are sales incentives handled around SuccessFactors?
Sales incentives need SAP SuccessFactors Incentive Management, formerly SAP Commissions, which is licensed and implemented separately. In Tallect, sales incentives sit on the same platform and data as bonus and equity.
Can SuccessFactors administer ESOPs and LTIs?
No. LTI awards can be planned in the compensation cycle. Grants, vesting and buybacks need a third-party equity provider. Tallect runs multiple LTI plans and currencies. It covers grants, vesting, buybacks and compliance reporting.
How does SuccessFactors support the EU Pay Transparency Directive?
SuccessFactors can post pay ranges in Recruiting and store pay data in Employee Central. EU pay gap analytics need a separate SAP Business Data Cloud package. Tallect covers job architecture, pay bands, gap audits, fix-it budgets, employee requests and reports in one module.
What does SAP’s Joule cover for rewards?
Joule and SAP’s compensation agents work inside the SuccessFactors suite and focus on the pay planning cycle. Benefits, equity, recognition and pay transparency sit outside core SuccessFactors, so its AI typically does not reach them. inTallect agents cover every rewards area.
How long does a Tallect implementation take alongside SuccessFactors?
Tallect goes live in 1 to 3 months, depending on the number of modules and countries. Tallect’s own in-house team runs the implementation. You can start with the module you need most and add more later without a new project.
Can our rewards team make changes without SAP partners?
Yes. In Tallect, the rewards team makes everyday changes through no-code builders. These include launching a bonus plan, refreshing ranges, changing merit guidelines mid-cycle and adding a country. None of them needs an IT ticket or a partner change request.
Which SuccessFactors modules stay in place with Tallect?
All of them stay where they are:
- Employee Central remains the system of record.
- Performance and Goals ratings feed straight into Tallect.
- Learning, Succession and Recruiting stay in SuccessFactors.
- SAP payroll and finance links stay in place.
