Deutsche Telekom is modernizing its HR systems landscape—globally, in an integrated way, and built for the future. Orchestrated by SAP and T-Systems, “SAP SuccessFactors Employee Central” is becoming the core system for HR processes across 28 countries. The scale of this project is exceptional—around 700 HR components across 90 legal entities are being consolidated onto a single platform, while the master data of approximately 150,000 employees is being harmonized.
Complex, organically grown HR landscapes are common in large enterprises. Different systems, local requirements, and fragmented data structures often lead to inefficiencies and limited management visibility—especially in globally operating companies with many legal entities, such as Deutsche Telekom. This is exactly where our transformation begins.
As a system integrator, T-Systems is responsible for the design, configuration, integration, testing, and rollout of the entire solution. The rollout will take place in several waves—the first country units are scheduled to go live in early 2027, with full transformation planned by early 2029.
This makes the program not only one of the largest HR initiatives within the Group, but a fundamental realignment of its HR architecture.
With SAP SuccessFactors Employee Central, a centralized and harmonized data foundation is being created for all relevant HR master data—from employee profiles and organizational structures to contract information. This fundamentally elevates the quality of HR work.
In the future, decisions can be made based on consistent, up-to-date, and comparable data—across all countries and in full compliance with regulatory requirements.
At the same time, consolidating around 700 components significantly reduces the complexity of the existing landscape. Processes are standardized, duplicate structures are eliminated, and workflows become far more efficient. The result is not only faster execution, but also significantly improved scalability—an essential factor for a global company like Deutsche Telekom.
In addition, the new platform lays the groundwork for data-driven innovation. It forms the backbone of a consistent, centralized data layer that will enable the future use of artificial intelligence (AI) in HR. While the current program does not yet focus on AI, it establishes the foundation on which intelligent and automated HR processes can be built.
A project of this scale requires strong partners. Deutsche Telekom has entrusted T-Systems with implementation, while SAP supports the program in an active safeguarding role, contributing both technological and methodological expertise. This collaboration combines the innovation power of a leading software provider with the transformation and integration capabilities of T-Systems—along with deep knowledge of the Group’s internal structures and requirements.
A clearly defined governance model ensures close alignment among all stakeholders. Within a central steering committee, HR, IT, and implementation partners continuously coordinate, make decisions, and jointly manage the program. This close, collaborative partnership is a key success factor for the transformation.
SAP SuccessFactors Employee Central creates a centralized, harmonized database for all relevant HR master data. Going forward, decisions can be made based on consistent, up-to-date, and comparable data—across all countries and in compliance with regulatory requirements.
Dr. Ferri Abolhassan, CEO T-Systems International GmbH and Board Member Deutsche Telekom
It is important to understand that this is not a classic greenfield implementation. SAP SuccessFactors has been in use at Deutsche Telekom for many years, with Employee Central being a part of the HR IT landscape since 2017—though not yet deployed comprehensively or at the required scale.
The current program therefore deliberately follows a brownfield approach: existing systems and structures are consolidated, harmonized, and aligned towards a globally standardized target model.
The greatest challenge lies in harmonizing master data and processes worldwide. In a corporation shaped by legacy structures, diverse regulatory requirements, and local specifics, this is a highly complex undertaking. At the same time, this step is crucial for driving sustainable improvements in transparency, efficiency, and future readiness.
The strategic importance of this project extends far beyond HR. It demonstrates how large organizations can transform their core systems—structured, globally aligned, and guided by a clear target vision.
It also shows that even highly complex IT and process landscapes can be successfully harmonized when technology, governance, and partnership work seamlessly together.
For this reason, we also see the program as a blueprint for future transformations. It provides valuable experience, methods, and structures that can be applied to other large-scale transformation initiatives.
HR is becoming an increasingly strategic lever for business performance. Achieving this requires more than modern tools—it calls for integrated processes, reliable data, and a clear architecture. With the global rollout of SAP SuccessFactors Employee Central, Deutsche Telekom is creating exactly this foundation—and laying the groundwork for the next generation of HR: globally connected, data-driven, and future-ready.
