Your SuccessFactors org, survey ready
The SuccessFactors connector is set up for your account during onboarding, then keeps employees, teams, locations, business units and reporting lines current for every survey.
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Does CultureMonkey integrate with SAP SuccessFactors?
Yes. CultureMonkey connects to SAP SuccessFactors. The connector is set up for your account during onboarding, then syncs like every other HR system: the first sync loads everyone, and after that your employee list refreshes on a schedule, so joiners, movers and leavers come across without a spreadsheet.
Here is the shape of it once it is running:
- SetupBuilt and switched on for your account during onboarding. You provide API credentials for an integration user in your SuccessFactors instance, through a secure channel.
- What syncsEmployees with their teams, sub-teams, locations, business units, designations and managers, plus any custom fields you map.
- CadenceA full sync when you connect, then a refresh twice a week, or daily if daily sync is enabled for your account.
- DirectionOne way, read only. CultureMonkey never writes back to SuccessFactors.
- Employee matchingOn a stable employee ID, so people already in CultureMonkey are updated rather than duplicated.
- LeaversMarked inactive, never deleted, when SuccessFactors sends them as inactive. Their history and past responses stay intact.
What syncs from SAP SuccessFactors, and how often
Type of integration
HRIS employee and org sync
Setup
For your account, during onboarding
Sync cadence
Twice weekly, or daily if enabled
Employee matching
A stable employee ID
Built around how SuccessFactors describes your organization
Legal entities, business units, departments, cost centers and grades already live in Employee Central. The sync carries them into every survey, so results read the way your HR team already thinks about the group.
Employee Central's org structure, mapped as it is
Legal Entity, Business Unit, Division, Department and Location are already how your organization is described in SuccessFactors. Map each to its CultureMonkey attribute once, and every survey reports along the same lines.
- During onboarding our team sets up each Legal Entity as a business group and maps your people to it, so each company in the group reads as its own unit.
- Business Unit, Department and Location map to their CultureMonkey counterparts; Division or any extra level can map to a custom attribute.
- Change a foundation object in SuccessFactors and the next sync carries it into CultureMonkey.
One survey across every legal entity and country
Groups on SuccessFactors usually run several legal entities across countries. One survey can cover them all: the group sees the consolidated score, and each legal entity's HR sees only its own people. See data segregation across business units.
- Scope each legal entity's HR to its business group, with comment access set separately from scores.
- Where a works council sets a stricter rule, raise the survey's anonymity minimum to match; it then applies to every legal entity, team and export.
- Employees answer in their own language, so one survey works across countries. See global employee surveys.
Cost centers and pay grades, as cuts
Cost Center and Pay Grade sit outside the reporting line in SuccessFactors, but they answer questions leadership asks: how engagement differs by grade, or which cost centers need attention.
- Map Pay Grade to a custom attribute, then filter any report by it or group question scores by it to compare engagement level by level.
- Map Cost Center the same way, for reviews that line up with finance's view of the organization.
- Small grades or cost centers stay hidden below your anonymity threshold, so finer cuts never expose an individual.
Reporting lines from Job Information
The supervisor on each employee's Job Information becomes their manager in CultureMonkey, so manager dashboards and the org hierarchy follow the lines your HR team already keeps.
- Employees load first, then each person is linked to their supervisor.
- Each manager reads their direct reports and everyone below them, rebuilt each night after a change.
- Each survey keeps the hierarchy as it was at launch, so a later reorganization never moves its results.
An API user your SuccessFactors admins control
The connection reads through a dedicated API user, which is how enterprise IT and SuccessFactors admins prefer integrations to work.
- A dedicated user rather than a named person, granted read access to employee data through a permission role your admins define.
- Credentials are shared through a secure channel and used by the sync service alone.
- The sync only reads. Nothing you do in CultureMonkey changes a record in SuccessFactors.
How Employee Central's org structure maps into CultureMonkey
SuccessFactors already describes your organization through foundation objects. Each one becomes an attribute every survey report can be cut by, so results line up with the structure your HR team maintains.
| Employee Central | In CultureMonkey | What it gives you |
|---|---|---|
| Legal Entity | Business group, set up during onboarding | Each company's results, and an HR scope that stops at it |
| Business Unit | Business unit | Results by line of business across countries |
| Division, Department | Team, sub-team or a custom attribute | Department and team cuts, down to each manager |
| Location | Location | Site and country results |
| Cost Center | Custom attribute | Results by cost center, for finance-aligned reviews |
| Pay Grade | Custom attribute | Engagement by grade or level |
| Supervisor on Job Information | Manager | Org hierarchy and manager dashboards |
Built for enterprise security, recognized for performance
Frequently asked questions
How does the SAP SuccessFactors integration work?
Which Employee Central objects can come across?
Can each legal entity's HR see only its own results?
A works council requires a higher minimum group size. Can we meet it?
Some of our countries still run SAP HCM on premise. Can they join the same survey?
We also run Oracle Fusion HCM in some companies. Can both feed one survey?
Can we set up the SuccessFactors connection ourselves?
Will connecting SuccessFactors delete or overwrite our existing employees?
See the SuccessFactors sync running on your own org
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