SAP S/4HANA transformations aren’t just complex—they’re overwhelming. And more often than not, the real blocker isn’t technology. It’s the people. 

Across dozens of conversations with IT leaders leading ERP initiatives, a pattern keeps showing up: project timelines slip because the talent strategy doesn’t match the transformation needs. 

Let’s break down why this happens—and how to fix it.

What’s Causing the Bottleneck? 

Here’s what we see in the field: 

  • You planned for FICO specialists but missed the data migration team 

  • You budgeted for SAP developers but forgot testers and integration leads 

  • You focused on the build phase but underestimated post-go-live support 
     

The result? Delays. Burnout. Frustration. 

Most teams go in with a strong technical roadmap—but the ERP talent strategy isn’t built to scale with the program. And the longer it takes to fill roles, the further go-live slips. 

The Talent Plan You Actually Need 

What works better is building a flexible, milestone-aligned talent model. You don’t need more people—you need the right people at the right time. 

That could mean: 

  • A pod of functional consultants for Phase 1 blueprinting 

  • Data engineers and business analysts during migration 

  • A testing team and PMO resources before go-live 
     

This isn’t about resumes. It’s about results. You need consultants  who’ve worked in complex SAP environments and can ramp up without slowing down the team. 

Why Lorien? 

At Lorien, we specialize in helping technoogy leaders tackle workforce gaps during large-scale digital transformation programs. 

Whether you need SOW-based services, short-term SAP contractors, or an embedded project team, we plug in where it matters most. 

Let’s talk about how to build a talent model that actually supports your SAP S/4HANA goals—on time and without unnecessary cost or risk.