The 2027 SAP deadline is putting pressure on US businesses planning their move to SAP S/4HANA. Migration programmes are getting more complex, and demand is rising for consultants, developers, architects and programme leaders who have real project experience. Henley Morgan helps businesses find specialist SAP talent for transformation, implementation and ongoing ERP needs. This article covers the skills employers need and why hiring experienced SAP S/4HANA professionals early makes a difference.
Two years to the ECC deadline: why SAP S/4HANA migration planning matters
SAP plans to end mainstream maintenance for the relevant SAP Business Suite 7 core applications on 31 December 2027, with an optional extended maintenance period running through 2030. For companies still on SAP ECC, moving to SAP S/4HANA is now a major planning issue. It can’t be left to the last minute.
A large SAP S/4HANA migration takes time because it involves far more than moving data between systems. Teams often need to review business processes, custom code, integrations, data, security, testing and cutover plans before go-live. They also need people who know the existing SAP environment as well as the new S/4HANA platform.
This is where the US talent market comes in. Businesses planning an S/4HANA migration are all competing for consultants, architects, developers and programme leaders who have already worked on complex SAP transformations. Companies that want help finding them can work with specialist SAP S/4HANA recruiters who understand the skills these programmes call for.
Which SAP S/4HANA roles are hardest to hire?
The shortage isn’t the same across every SAP role. Employers can find people with basic or recently gained certification without much trouble. Large migration programmes, though, usually need professionals who have already worked through the hard parts of a real implementation.
That experience counts during system design, data migration, testing, integration work and cutover. It’s one reason experienced SAP S/4HANA consultants can be harder to secure than candidates who have only recently moved over from SAP ECC.
Architects are especially important. They shape the overall solution and make decisions on integration, customisation and the future SAP landscape. Programme managers who have delivered large SAP transformations are in demand too, particularly where several business units or countries are involved.
On the technical side, employers may look for experience with ABAP, SAP Fiori, RAP, APIs and SAP Business Technology Platform (BTP). These skills matter more as organisations modernise their SAP environments and try to cut back on unnecessary customisation.
Salary expectations can vary a lot by role, experience and project requirements. Our S/4HANA salary guide gives benchmarks for SAP professionals and can help employers set realistic hiring budgets.
Why are US companies moving from SAP ECC to S/4HANA?
For many organisations, the move from SAP ECC to SAP S/4HANA is about more than replacing an older ERP system. It can mean redesigning business processes, simplifying the SAP landscape and getting ready for a more modern technology environment.
SAP S/4HANA is built around the SAP HANA database and supports modern user experiences, real-time data processing and newer SAP technologies. The move also gives businesses a chance to review old customisations and integrations rather than carrying them straight into the new system.
The right migration approach depends on the existing SAP landscape. Some companies choose a system conversion. Others go for a bigger redesign or a new implementation. Business size and complexity, existing custom code, data quality and integration needs all shape the project.
That’s why experienced SAP professionals stay so important. A successful SAP S/4HANA migration needs people who understand the technology and the business processes behind the current SAP environment.
What should employers do before an S/4HANA migration?
The earlier employers plan their SAP talent needs, the more options they have. A migration programme can need many skills at once: functional consultants, technical specialists, solution architects and programme managers.
Start with the hardest roles to replace. SAP S/4HANA architects, experienced migration consultants and programme leaders are harder to find than general SAP professionals. The sooner you identify these roles, the more time you have to assess candidates and build the right team.
Decide what stays permanent and what can be contract. Some businesses will need long-term S/4HANA expertise after go-live. Others only need extra specialists for data migration, testing, cutover or particular technical workstreams. A mix of permanent and contract professionals can cover these different stages.
Look for experience, not just certification. Certification shows platform knowledge, but large migration programmes also need hands-on experience. Candidates who have worked with both ECC and SAP S/4HANA bring useful knowledge of the current system and the target environment.
Build the team before the busiest stage. Waiting until a workstream is ready to start makes hiring harder, especially when other companies are chasing the same skills. Planning early also gives you more time to agree salaries, contract rates and project responsibilities.
If you’re an SAP professional looking for your next move, experience across ECC and S/4HANA is valuable while businesses continue their transformation programmes. You can view current SAP jobs to see the latest opportunities.
SAP S/4HANA skills employers will need in 2027
The skills needed for an SAP S/4HANA migration depend on the size of the business and the complexity of its current SAP environment. Even so, most employers will need a combination of functional, technical and project delivery experience.
Functional consultants with strong knowledge of finance, supply chain, sales and procurement help businesses map existing processes to the new system. Technical specialists may need experience with ABAP, SAP Fiori, RAP, APIs, integrations and SAP BTP.
There’s also a growing need for people who can work across the wider migration programme. Solution architects, data migration specialists, testing leads and SAP programme managers all play important roles, from planning through to go-live.
For employers, the aim isn’t just to find people with SAP S/4HANA on their CV. The right experience has to match the stage of the project, the business processes involved and the technical landscape being built.
Conclusion
The 2027 SAP maintenance deadline is making SAP S/4HANA migration a priority for many businesses still running SAP ECC. The technology change is only part of the challenge. Companies also need people who can plan, build, test and deliver the transition.
For employers, starting the talent search early makes it easier to secure experienced SAP consultants, architects, developers and programme leaders before demand climbs further. For SAP professionals, experience across both ECC and S/4HANA can open doors as more businesses push ahead with transformation. Whether you’re hiring SAP S/4HANA professionals or looking for your next role, contact us today to talk about how we can help.
Frequently Asked Questions
1. What is the SAP S/4HANA migration deadline?
SAP’s mainstream maintenance for the relevant SAP Business Suite 7 core applications is scheduled to end on 31 December 2027. An optional extended maintenance period runs through 2030, which gives some businesses extra time to plan. The exact timeline and options depend on the SAP products and maintenance arrangements in use.
2. How long does an SAP S/4HANA migration take?
It depends on the size and complexity of the SAP environment. Data volume, custom code, integrations, business processes, testing and the chosen migration approach all affect the timeline. Large enterprise migrations need a lot of planning and delivery time, so businesses should assess their requirements well before the target go-live date.
3. Why are SAP S/4HANA professionals in demand in the US?
More US businesses are planning or continuing their move from SAP ECC to SAP S/4HANA, and they need people who can support each stage of the transformation. Experienced consultants and technical specialists are needed for process design, data migration, customisation, integrations, testing and cutover.
4. Should businesses hire SAP S/4HANA professionals permanently or on contract?
It depends on the project. Permanent hires suit businesses that need long-term SAP expertise after migration. Contract professionals can give specialist support during implementation, data migration, testing or go-live. Many organisations use a mix of both, depending on the stage of the programme.