SAP SuccessFactors Brings More AI To HCM And HR At Sapphire 2025 Event

At the SAP Sapphire 2025 conference, the company announced a series of updates to its SuccessFactors suite, SAP’s flagship HCM and HR platform. These updates reflect both incremental progress for specific products as well as more ambitious strategic changes in the company’s approach to incorporating artificial intelligence. (Note that SAP is an advisory client of my firm, Moor Insights & Strategy.)

Incorporating More AI Into HCM Processes

It’s important to set the stage for how some of the broader announcements at Sapphire could impact HCM. One of the more prominent ones was the launch of SAP AI Foundation, which consolidates Joule Studio, AI Hub and the SAP Knowledge Graph into a unified platform. SAP presented this move as a way to simplify AI deployment and management across its ecosystem, aiming to reduce complexity for business users and IT while accelerating the adoption of AI-driven automation in HCM/HR and other business functions. That said, a potential challenge for SAP will be effectively integrating these diverse AI components to ensure they function cohesively and avoid creating new complexities.

Building on this AI strategy, SAP also introduced expanded capabilities for AI agents for HR, which are now managed through the new AI Agent Hub. This Hub is designed to allow organizations to centrally govern and monitor AI agents as they take on more sophisticated tasks, such as performance management and recruiting. Besides improving functionality, SAP intends this approach to increase transparency and accountability as automation becomes more deeply embedded in HR operations. I believe that this transparency is crucial, especially considering that recent research shows that LLMs exhibit gender bias, particularly in hiring processes.

SAP also introduced People Intelligence, a new analytics offering built on SAP’s Business Data Cloud. This successor to Workforce Analytics is launching for early adopters on July 23, with the aim of helping organizations gain insights in important areas such as labor mix analysis, skills cost assessment and talent supply chain evaluation. It connects various data points from multiple sources, including finance and HR, to provide contextual insights that should foster data-driven decision making.

The new Performance and Goals Agent is designed to help managers and employees monitor performance and goals more effectively. Specifically, it will provide proactive notifications to managers about incomplete goals and assist employees in creating and finalizing their objectives. This could be a nice boost for these important workflows, and it’s clear that fluid communication between employees and managers throughout the performance cycle is essential for driving higher engagement and productivity. Recent research from Betterworks shows that employees who perceive their performance reviews as fair and equitable are significantly more engaged (82% versus 60%) and productive (71% versus 57%) compared to those who view reviews as unfair.

Strategic Focus On Digital Adoption

At Sapphire, SAP also discussed the ongoing integration of WalkMe, which it announced at last year’s Sapphire conference, into its product suite. SAP intends to use WalkMe’s digital adoption platform to improve both user guidance and workflow automation across SAP applications, particularly through deeper integration with the Joule AI assistant.

At a more granular level, SAP announced the addition of more than 200 new features to SuccessFactors HCM, along with enhancements to cloud migration and payroll support. These updates should improve automation, accuracy and user experience, and in the bigger picture they align with the broader industry trend of incremental AI and cloud adoption in HR technology.

What Factors Will Shape SAP’s Success With AI In HR?

AI is being used more widely in HR all the time, and it’s certainly not going away. In this context, ensuring robust data governance and maintaining user trust will be paramount — for SAP and every other vendor in the industry — as AI handles increasing amounts of sensitive employee data and a broader range of HR tasks. Addressing potential bias in AI algorithms, along with the ethical implications of AI use in HR, will also be critical to support widespread adoption. Furthermore, SAP operates within a competitive HR technology landscape where continuous innovation and differentiation are necessary to maintain its market leadership.

As SAP expands its AI agent ecosystem, it will be important for the company to clearly define and strengthen its governance posture around AI security, compliance and data oversight. Technology leaders will need this clarity so they can validate the maturity of agent interoperability protocols and ensure robust compliance, auditability and risk management as AI agents become more embedded in business operations. AI governance extends well beyond HR, and a well-defined approach from SAP will be essential for organizations to coordinate efforts across IT, security, legal and compliance teams.

Empowering its extensive customer base with tailored AI solutions could be a key differentiator for SAP. The company’s HR and HCM announcements at Sapphire 2025 highlight a strategy that balances the ambition of AI-driven transformation — possibly helping shape the future of HR technology — with the pragmatism of providing continuous value to existing customers by delivering steady, incremental feature enhancements.

In such a rapidly evolving AI landscape, it may be time for SAP to reevaluate its semi-annual release schedule for SuccessFactors and HCM. While this cadence has traditionally provided stability and ample testing time for customers, I believe that the accelerating pace of AI innovation suggests that more frequent updates, maybe something like Oracle’s quarterly release cycle, could help organizations stay current and competitive. Increasing the frequency of releases could allow SAP customers to take advantage of new AI-driven capabilities more quickly and remain aligned with industry advancements.

Regardless of its cadence of software updates, I’ll be watching closely to see how SAP’s strategy and delivery model evolve and how effectively it enables organizations to integrate AI into their HR practices in an adaptive and minimally disruptive way.