SAP SuccessFactors - Employee Central and Recruitment & Onboarding

Transport for London has delivered Phase 1 of our Hire to Retire product roadmap with an initial implementation of SAP SuccessFactors for talent management (using SAP SuccessFactors Performance & Goals and Succession & Development modules). TfL is now ready to implement Phase 2 of its product roadmap starting with the implementation of the Employee Central and Recruitment & Onboarding modules and are currently exploring the options for possibly delivering Payroll in parallel to this. Potential suppliers should register their interest in this procurement via SuccessFactors@tfl.gov.uk not later than 25th April 2022. These suppliers will then be asked to complete a Market Sounding Questionnaire MSQ within two weeks, to be submitted by 06th May 2022 and shortly after, a supplier 121 event will take place by 20th May 2022. On the back of these exercises, the contracting authority will then invite tenders from relevant suppliers, a more detailed timeline for this will be available later . Your email must clearly state: - the name of this procurement: SuccessFactors - Employee Central and Recruitment & Onboarding - the name of the registered supplier - the name and contact details for the registered individual sending the email. This supplier event does not form part of a formal procurement process and the contracting authority reserves the right to decide whether to proceed with any tendering procedures in relation to this opportunity. Potential suppliers shall be solely responsible for any costs which they incur as a result of participating in any aspect of this market testing exercise. Background and Context We are planning a programme of delivery over the next 2 to 3 years to realise a new integrated HR system:  where colleagues can more easily and increasingly self-serve the HR processes, they need  where colleagues can interact and transact anytime, anywhere digitally (via desktop and mobile)  that supports standardised best practice HR processes across the organisation and throughout the hire to retire employee lifecycle  where our recruitment and onboarding processes can be enhanced – transforming colleague and candidate experience while providing improved process control and efficiency  that helps us better manage our people costs and our Reward & Recognition schemes  that provides more meaningful people data and insight for key business decisions  that rationalises our current technology estate and reduces the number and cost of legacy HR systems  where colleagues can make the best use of their time and our technology is accessible and easy to interact with The main challenges we anticipate will be adapting TfL ways of working to adopt the standard best practice processes delivered by the cloud product solution and the associated business process change. We expect this will also be a challenge for your project team together with working to our strict internal governance and control procedures. Many areas of TfL are heavily unionised and it can be challenging to get change approved.