Transition to SAP S/4HANA: Impact on SAP Professionals

Executive Summary

SAP is phasing out ECC 6 by 2027 (with optional extended support until 2030), forcing companies to migrate to SAP S/4HANA. At the same time, SAP is aggressively pushing cloud adoption—especially S/4HANA Public Cloud—which is shifting job roles, skill demands, and career prospects for SAP professionals.

Key Stats & Insights:

• Only ~36% of ECC customers have licensed S/4HANA, and just 27% are live (Gartner, 2023). A massive wave of migrations is still coming.
• SAP Cloud revenue now surpasses traditional on-premise licenses, indicating a long-term shift in how SAP is deployed and managed.

Winners:

• S/4HANA Functional Consultants & Solution Architects – highest demand, especially in Finance and Supply Chain.
• Cloud & Integration Specialists – SAP CPI, BTP, and API-based integration experts are increasingly sought after.
• SAP Analytics & Data Experts – Real-time data modeling (CDS Views, SAP Analytics Cloud) is a must-have skill.
• Basis & Security Professionals (Who Pivot) – Those specializing in cloud security, performance tuning, and compliance are in demand.
• Change Managers & Trainers – Companies investing in end-user education and process adaptation need these roles.

Losers (or At-Risk Roles):

• ECC-Only Consultants – Many companies now prefer candidates with S/4HANA experience.
• Traditional ABAP Developers – If they don’t adopt HANA-optimized ABAP, RAP, and Fiori/UI5, they risk becoming obsolete.
• Legacy SAP Basis Admins – On-premise infrastructure roles are shrinking as cloud-based S/4HANA gains traction.
• Manual SAP End-User Roles – Routine data entry roles are being reduced due to automation and AI-driven processes.

What SAP Professionals Should Do Now:

• Upskill to S/4HANA now – Take SAP’s official certifications and hands-on training.
• Gain real-world S/4HANA experience – Even if it's a sandbox migration or small pilot project.
• Learn cloud, analytics, and integration skills – These are key differentiators.
• Use SAP troubleshooting tools like:
• SAP Error Assistant – for resolving SAP error codes.
• Transaction Code Guide – for step-by-step T-code references.
• ABAP Short Dump Analyzer – for debugging ABAP runtime errors.

Bottom Line

The SAP job market is shifting fast. If you stay in ECC, you risk falling behind. If you upskill to S/4HANA and cloud technologies, you’ll remain in high demand.

Introduction

SAP’s announcement of the 2027 end of mainstream support for SAP ECC 6 (with optional extended maintenance to 2030) has set a clear deadline for customers to move to S/4HANA (Beyond 2027: Navigating Crossroads for SAP Business Suite 7 Users). At the same time, SAP’s strategy has pivoted to a cloud-first approach: “Cloud ERP suite is our growth engine,” declared SAP’s CFO in 2023 as cloud revenue surpassed traditional licenses (What’s behind SAP’s massive restructuring push? | CIO Dive). In practice, this means SAP is heavily incentivizing customers to adopt S/4HANA in the cloud – raising on-premise support fees and even making certain new features exclusive to the SaaS cloud edition (What’s behind SAP’s massive restructuring push? | CIO Dive).

However, by mid-2023 only about one-third of ECC customers had begun their S/4HANA transition (What’s behind SAP’s massive restructuring push? | CIO Dive), leaving a large wave of migrations in the next few years. This report analyzes how this shift impacts SAP professionals – from end users to IT analysts and consultants – and offers strategies to navigate the transformation.

(SAP S/4HANA: Public vs. Private Cloud Editions) SAP’s Cloud-First Push: With the 2027 ECC sunset looming, SAP is strongly encouraging a move to S/4HANA in the cloud (SAP S/4HANA: Public vs. Private Cloud Editions). The choice often comes down to SAP S/4HANA Public Edition vs. Private Edition – i.e. a multi-tenant SaaS model versus a single-tenant managed cloud (via RISE with SAP). Public cloud promises faster innovation and “continuous” quarterly updates, while private cloud (and on-premise) offer more control and customization at the cost of flexibility.

SAP has invested heavily in cloud offerings and is advocating that customers “take this route going forward” (SAP S/4HANA: Public vs. Private Cloud Editions). This cloud-first direction aligns with industry trends (an estimated 92% of companies plan a multi-cloud strategy (SAP S/4HANA: Public vs. Private Cloud Editions)) and SAP’s own shift to subscription revenue. For SAP professionals, this means the future of their ERP work will increasingly involve cloud-hosted S/4HANA environments, even as some organizations choose hybrid or on-premise scenarios in the near term.

Workforce Impact: Changing Roles in the S/4HANA Era

The migration from ECC to S/4HANA – especially with a cloud emphasis – is reshaping job roles across the SAP ecosystem. A surge of S/4HANA projects is underway: as of late 2023, Gartner estimated only ~36% of ECC customers had licensed S/4HANA and about 27% were live on it (SAP S/4HANA: To wait or not to wait, that is the question). In other words, the majority have yet to transition, which means SAP professionals worldwide will be engaged in migration projects over the next few years. This shift brings both opportunities and adjustments in day-to-day responsibilities:

• End Users: Business end users will experience new interfaces and processes. Traditional SAP GUI transactions are being replaced or supplemented by SAP Fiori apps and a modern, role-based Fiori Launchpad interface. This can improve usability but requires training and change management. End users may need to learn new S/4HANA process flows (e.g. using the Business Partner concept replacing separate customer/vendor masters, new Fiori-based reporting, etc.). Overall, many users will shift from very manual tasks to more automated, intelligence-assisted workflows. For example, S/4HANA’s embedded analytics and machine learning can automate parts of financial close, inventory optimization, etc., so end users’ roles evolve to focus on exceptions and decision-making rather than routine data entry. Organizations must support end users through this change so they can confidently adopt the new system.
• IT Analysts / Internal SAP Teams: Internal IT staff who support SAP (business analysts, system analysts, administrators) will see a notable change in scope. In an ECC environment, these teams spent significant effort on managing customizations, periodic upgrades, and basis tasks. With S/4HANA (especially in the cloud), many technical tasks are offloaded to SAP or hosting partners – for instance, the cloud vendor handles infrastructure, patches, and backups in a SaaS or RISE model. As a result, internal teams can refocus on higher-value activities. SAP Basis administrators in particular are transforming their role: rather than classic daily admin of on-prem servers, they become advisors for cloud provisioning, integration, and security. SAP Basis pros are “prime candidates to make their organizations more resilient against security and compliance threats” in a RISE (cloud) scenario (What Will SAP Basis Administrators Do Once We Move to RISE). In other words, they pivot to tasks like managing user authorizations in the new Fiori-centric system, overseeing data security, optimizing performance on HANA, and orchestrating cloud integrations – leveraging their deep technical knowledge in more strategic ways. Similarly, business analysts will need to understand the new S/4HANA data models and best-practice processes (since S/4HANA encourages adopting standard processes). They’ll work on bridging any gaps between old and new workflows, often guiding the business through process change rather than simply recreating legacy customizations. The overall IT team culture may shift toward continuous improvement – since S/4HANA Cloud updates are frequent (quarterly for public cloud, yearly for on-prem/private), analysts will engage in ongoing testing, regression checks, and rollout of new features to the business.
• Consultants and SAP Implementation Partners: SAP consultants (functional and technical) are on the front lines of this migration wave. Functional consultants (in areas like Finance, Supply Chain, HR) must not only be ECC experts but also masters of the S/4HANA “simplification list” – i.e. knowing which legacy functionalities are replaced or redesigned in S/4HANA. They are expected to introduce the innovations and best practices that S/4HANA brings, rather than just doing a like-for-like rebuild (How to Transition your SAP Career from SAP ECC to SAP S/4HANA). For example, an ECC SD (Sales & Distribution) consultant will need to guide clients on using Settlement Management (new in S/4) instead of legacy Rebate Processing, or implementing Advanced ATP instead of older availability check methods.
• Technical consultants and developers also face a role evolution. Traditional ABAP developers must adapt to the HANA-optimized ABAP (ensuring code pushes calculations to the in-memory DB), learn new programming models like ABAP RESTful Application Programming Model (RAP), and embrace tools like Core Data Services (CDS) for data modeling. They’ll also work more with SAP Fiori/UI5 for front-end development, since S/4HANA prioritizes Fiori apps over SAP GUI forms. Additionally, integration specialists are in higher demand – connecting S/4HANA (which might be in SAP’s cloud) with other cloud systems (SuccessFactors, Ariba, third-party apps) using SAP Cloud Integration (CPI) or APIs. Many consulting roles are expanding to include cloud architecture considerations (for example, advising whether a customer should use on-prem, private cloud, or public cloud S/4HANA based on their needs).

In summary, as organizations migrate, routine tasks decrease and value-added tasks increase. Basis teams spend less time on installations and more on security and cloud management; developers spend less time maintaining Z* custom reports (since standard analytics improve) and more time extending via Fiori or SAP Business Technology Platform (BTP); functional teams spend less time on workarounds for old limitations and more on leveraging new S/4 capabilities for process improvement. All SAP professionals will need to be more cross-functional and agile, collaborating closely as the lines between “technical” and “functional” blur in a digital-core, cloud-enabled S/4HANA environment.

Skills and Preparedness: From ECC Expertise to S/4HANA Mastery

The core business and ERP knowledge that SAP professionals possess will remain invaluable, but many specific skills and tools are evolving in the S/4HANA era. It’s crucial for professionals to identify which competencies to carry forward and which new ones to acquire. Below, we outline what stays relevant, what fades, and how to stay ahead of the curve:

• Timeless Skills (Still Relevant): Domain and process knowledge remains king. Understanding end-to-end business processes (Order-to-Cash, Procure-to-Pay, Financial Close, Production Planning, etc.) is just as important in S/4HANA as it was in ECC. Experienced SAP professionals who deeply understand why a process is configured a certain way can map those needs onto S/4’s new features. Similarly, ABAP programming as a skill does not disappear – but it requires an updated approach. Writing efficient, HANA-optimized ABAP (e.g. using CDS views and ABAP managed procedures) is a needed skillset built on the foundation of classic ABAP know-how. Project management and change management experience are also evergreen; S/4HANA projects are complex transformations, so skills in stakeholder management, requirements analysis, testing, and training remain highly relevant. Additionally, knowledge of SAP modules from ECC (FI, CO, MM, SD, etc.) transfers to S/4HANA – albeit with new transactions and data models. For example, an MM consultant’s understanding of procurement business rules is still crucial, even though they must learn the new Fiori apps and the replacement of Inventory tables with the universal journal in S/4.
• Becoming Obsolete or Less Emphasized: Some legacy skills and certifications will diminish in value. Expertise in outdated ECC transactions or tech that are removed in S/4 will become obsolete – for instance, proficiency in ECC’s Classic Asset Accounting or older revenue recognition is less useful now that S/4 requires New Asset Accounting and a different RevRec approach. Knowledge limited to third-party databases (Oracle/DB2 tuning for SAP) is less relevant since S/4HANA runs exclusively on the HANA database. Likewise, custom code knowledge that relies on modifying SAP’s core (user exits, older enhancement frameworks) is less applicable in SAP S/4HANA Cloud, public edition where such modifications aren’t allowed. Legacy UI skills like SAP GUI scripting or developing in Web Dynpro are giving way to SAP Fiori/UI5. Even certain certifications – for example, an SAP ECC 6.0 Financials certification – will need to be updated to S/4HANA Financials to reflect new functionalities (like the Universal Journal, new cash management, etc.). In short, skills tied purely to the old environment without adaptation risk becoming stale. Many companies now seek “S/4HANA experience” and may consider an ECC-only resume as not sufficiently up-to-date (How to Transition your SAP Career from SAP ECC to SAP S/4HANA) unless the candidate has proactively learned the new system.
• New In-Demand Skills: Several key skills are emerging as must-haves. SAP S/4HANA Functional Configuration – knowing the new configuration transactions and options in S/4 (for example, configuring Material Ledger which is mandatory in S/4, or setting up BP integration for customers/vendors) – is critical for functional analysts. On the technical side, SAP Fiori and UI5 development skills are in high demand to design the intuitive dashboards and apps that end users now expect. Similarly, understanding the SAP Business Technology Platform (BTP) for extensions (using Cloud Platform Integration, Extension Suite, etc.) is increasingly important; rather than writing modifications in ECC, developers are expected to create side-by-side extensions or use BTP services in the cloud. Data analytics and data modeling skills have become more prominent due to S/4HANA’s embedded analytics – e.g. creating custom CDS views or using SAP Analytics Cloud to report off S/4 – which means familiarity with SQL, analytics tools, and the underlying HANA data structures is a plus. Cloud architecture and infrastructure knowledge is also a new area for SAP professionals: even if you are a functional consultant, understanding basics of how an S/4 system is deployed on AWS/Azure or knowing the implications of quarterly cloud releases is valuable context. For security and basis professionals, skills in cloud security, identity management, and the shared responsibility model are crucial – they must know which security tasks remain with the customer in SAP’s cloud (e.g. user role design, SSO integration) versus what SAP handles (RISE with SAP: 5 Things to Know - SAPinsider). Lastly, soft skills like adaptability and continuous learning mindset are more important than ever. S/4HANA’s rapid innovation cycle means teams will be learning new features regularly, so the ability to quickly upskill and stay current is itself a key skill.
• Certifications and Learning: SAP has updated its certification portfolio for S/4HANA across modules (e.g., “SAP Certified Application Associate – SAP S/4HANA Finance” replaces the old ECC FI certification). These certifications remain a good way to validate knowledge, but hands-on experience is still paramount. Legacy ECC certifications won’t “expire” overnight, but they should be complemented with S/4HANA training or certs to show relevance. Aside from formal certs, SAP professionals should leverage SAP’s learning resources: SAP’s Learning Hub and openSAP courses provide training on S/4HANA innovations. Independent learning is also key – reviewing the SAP S/4HANA Simplification List and Release Notes to understand what has changed from ECC. Many consultants find it useful to do a sandbox conversion of ECC to S/4HANA (using the free developer edition or trial systems) to practice the steps and see the differences firsthand. In short, continuous education is mandatory; as one SAP blog put it, upskilling ECC expertise to S/4HANA is necessary to remain “relevant and in-demand” (How to Transition your SAP Career from SAP ECC to SAP S/4HANA) (How to Transition your SAP Career from SAP ECC to SAP S/4HANA).
• Strategies to Stay Competitive: To acquire these new capabilities, SAP professionals should adopt a proactive learning strategy. Some recommended approaches:
• Structured Training: Enroll in S/4HANA academies or courses specific to your area (e.g. S/4HANA Procurement, S/4HANA Embedded Analytics). Many courses are available online, and SAP’s Certification Guides and Learning Journeys outline exactly what to learn for each role.
• On-the-Job Exposure: If possible, get involved in an S/4HANA project. Even supporting a migration internally can provide invaluable experience. As companies often want experienced S/4 consultants, getting that first project under your belt is crucial – consider shadowing a project or taking a smaller role in one to build experience. This breaks the “chicken-and-egg” scenario for ECC consultants trying to get S/4 experience (How to Transition your SAP Career from SAP ECC to SAP S/4HANA).
• Peer Learning: Join SAP community forums, local SAP user groups, or online communities (like SAP Community Network or relevant LinkedIn groups). Many peers share their S/4HANA migration experiences – learning from those can give practical insights beyond textbooks.
• Cross-Train in Related Areas: The SAP landscape is broadening. For example, an SAP HR (HCM) professional might cross-train in SuccessFactors (the cloud HR solution) since many S/4HANA projects also involve moving HCM to the cloud. A Finance consultant could learn a bit of SAP Analytics Cloud or Group Reporting. These adjacent skills increase your versatility as the SAP ecosystem becomes more integrated (core ERP + cloud line-of-business solutions).
• Embrace Tools & Automation: Professionals should also get comfortable with new tools that aid in S/4HANA projects – e.g., SAP Readiness Check (for analyzing ECC to S/4 conversion requirements), modern testing tools, and even DevOps or CI/CD practices for SAP (which are emerging with tools like Solution Manager’s Focused Build, Tricentis for testing automation, etc.). This toolset knowledge can set you apart as someone who can accelerate the transformation.

By focusing on these strategies, SAP professionals can ensure that the skills they honed over years on ECC remain applicable, while also adding the new knowledge that S/4HANA and cloud deployments demand. Those who invest in upskilling are finding themselves in high demand – for instance, S/4HANA consultants are commanding premium salaries due to scarcity of experienced talent (Will You Survive The S/4HANA Skills Apocalypse? SAP Skills Research) – whereas those who stick only to ECC risk facing an “S/4HANA skills apocalypse” as demand for legacy expertise inevitably declines (30 vital SAP S/4HANA skills statistics you should know [INFOGRAPHIC]).

Strategic Implications: Who Wins and Who Faces Challenges?

As with any major technological shift, the transition to S/4HANA and cloud will create winners and losers among roles in the SAP community. It’s not that any role is destined to vanish completely – but the demand for certain skills will surge while others diminish. Below is an analysis of which roles stand to benefit the most from this transition and which may need to significantly adapt (or risk displacement):

Winners – Roles Poised to Benefit:

• S/4HANA Functional Consultants and Solution Architects: Professionals who have up-to-date S/4HANA knowledge are in prime position. Many companies embarking on S/4HANA projects specifically seek those who can bring insight into the new system’s capabilities. For example, S/4HANA Finance consultants are in greater demand than any other skill area, accounting for 22% of SAP job postings in a recent surve (Breaking Down the Data—2024’s Most In-Demand SAP S/4HANA Skills - The Baer Group)?. Similarly, S/4 architects who can design an end-to-end solution (including cloud integrations and data migration) are highly valued. These individuals leverage their ECC experience but have also mastered S/4HANA specifics (new GL, Universal Journal, Fiori UX, etc.), making them critical for a successful transformation. They are the “winners” in the job market with increased opportunities and commanding influence in projects.
• SAP Professionals with Cloud and Integration Expertise: As organizations adopt cloud SaaS models, those skilled in cloud architecture, integrations, and hybrid systems will thrive. For instance, experts in SAP Cloud Platform Integration (CPI) or SAP Integration Suite, and those familiar with APIs and web services, are essential to connect S/4HANA with other systems. In modern SAP landscapes, S/4HANA often needs to talk to cloud services like Ariba, SuccessFactors, Concur, or third-party apps – making integration specialists key players (some categorize this as “Cloud Edge roles”, which include Ariba, IBP, etc., already appearing as 4% of SAP job deman (Breaking Down the Data—2024’s Most In-Demand SAP S/4HANA Skills - The Baer Group)?). Additionally, cloud infrastructure specialists (e.g., someone who understands deploying S/4 on AWS/Azure and can liaise between SAP BASIS and cloud teams) become crucial in private cloud or hybrid scenarios. These roles benefit from the shift as they weren’t as prominent in the pure on-prem days.
• Data Analysts and SAP Analytics Experts: S/4HANA’s in-memory architecture and embedded analytics open opportunities for data-savvy professionals. Those who can harness real-time data in S/4 for business value (using CDS views, SAP Analytics Cloud, or embedding KPIs in Fiori dashboards) will be highly appreciated. The ability to analyze and migrate large data sets is also in demand – data migration consultants and data architects already account for about 9% of SAP job need (Breaking Down the Data—2024’s Most In-Demand SAP S/4HANA Skills - The Baer Group)?. Moreover, enterprises are looking to do more with their data (advanced analytics, predictive, AI), so SAP experts who also have skills in data science or AI (leveraging SAP’s AI capabilities in S/4 or BTP) will find themselves on the winning side of this transformation.
• SAP Basis & Security Professionals (Who Evolve): It may sound counterintuitive, but SAP Basis admins can be big winners if they pivot effectively. In a RISE or cloud scenario, many routine basis tasks (hardware, patching OS/DB, etc.) are handled by SAP or the hyperscaler. This frees up Basis professionals to take on roles in security, compliance, and landscape optimization. They become the go-to experts for hardening the SAP environment and ensuring compliance in complex cloud/hybrid setups. SAP itself suggests customers must “re-think roles and responsibilities” in the cloud, handing off some tasks to SAP while retaining others like cybersecurity oversigh (RISE with SAP: 5 Things to Know - SAPinsider)?. Basis folks who embrace this will find their expertise in high demand – for example, designing a secure integration between an on-prem legacy system and the new S/4HANA Cloud, or monitoring compliance in a multi-cloud SAP landscape. With cybersecurity being paramount, their deep system knowledge is a strategic asset, positioning them as winners (often rebranded as SAP Cloud Platform Managers or Security Architects).
• Change Managers and Trainers: Finally, a less technical but critical “winner” role is that of change management specialists and trainers focused on SAP. The cultural and practical shift to S/4HANA (and especially to Fiori/cloud) can be daunting for users and IT alike. Organizations that invest in change management will have dedicated roles for training end-users on Fiori, updating work instructions, and guiding the business through new process adoption. These professionals, who might have backgrounds in training or organizational change, will find plenty of work as thousands of companies retrain their workforce for S/4HANA. Their familiarity with both the old and new system, plus strong communication skills, makes them key to a successful migration – and their expertise will be sought after as “soft” but indispensable part of the transformation.

Losers (or Challenged Roles) – Needing Reinvention:

• Legacy ECC-Only Consultants: SAP consultants who have not updated their skillset risk being left behind. Some companies explicitly refuse to staff projects with consultants having only ECC experience, fearing they are “obsolete” and lack knowledge of S/4 innovation (How to Transition your SAP Career from SAP ECC to SAP S/4HANA)?. A PP, MM or FI consultant who hasn’t learned S/4HANA’s differences may struggle to find new projects as clients prioritize S/4-certified experts. These professionals aren’t doomed – their deep business knowledge is still valuable – but without upskilling, they’ll find fewer opportunities (hence, “losers” in a market sense). Essentially, the days of being an ECC specialist are numbered; the market now looks for “S/4HANA consultants,” so ECC veterans must evolve or face dwindling demand.
• Traditional ABAP Developers Resistant to Change: Similarly, ABAP programmers who stick to old ways (e.g. writing code without considering HANA performance, ignoring Fiori/UI5, or insisting on heavy customization) will see their role diminish. In S/4HANA (especially public cloud), the emphasis is on standardization and extensibility rather than invasive customization. Developers must learn new paradigms (like using extensions via BAdIs or the BTP instead of core modifications). Those who embrace modern ABAP (using Eclipse ADT, CDS, OData services, etc.) will thrive, but those who don’t may be labeled as “obsolete” by employers. In essence, a developer who only knows how to build ALV reports in SE80 and has no interest in learning UI5 or CDS will find fewer roles – as companies expect their development team to deliver Fiori apps and HANA-optimized code now. These individuals may need significant upskilling or risk being sidelined.
• SAP Basis Administrators (If Unwilling to Pivot): We noted Basis professionals can be winners, but they can also fall on the losing side if they do not adapt. If a Basis admin’s identity is entirely in managing on-prem servers – and they choose not to learn cloud tools or security – their role indeed shrinks. For many mid-sized companies adopting RISE, the traditional Basis headcount is reduced because infrastructure and basic monitoring go to SAP. Without expanding into new areas, some pure Basis roles may be eliminated or absorbed by cloud providers. The losers in this category are those who don’t seize the chance to develop new specialties (like solution architecture, cloud coordination, or advanced monitoring). In some cases, companies might downsize teams that only did system admin, expecting the remaining staff (or partner) to handle it. Thus, Basis folks need to “rise” to the occasion (pun intended) – or they could face displacement.
• Routine Task Operators and Legacy End-User Roles: On the business side, certain end-user roles might face reduction as S/4HANA automates processes. For example, if a company extensively used manual data reconciliation in ECC, S/4HANA’s integrated analytics and financial reconciliation could reduce that workload. Similarly, roles that were essentially workarounds for system limitations (like an analyst who spent all day extracting data to Excel because ECC reporting was slow) may not exist once S/4 is in place with fast embedded reporting. End users who built their entire job around a legacy transaction must be prepared to broaden their skill set. We might see some job consolidation – e.g., instead of separate clerks for vendor invoices and customer invoices, a company might unify into a central “Accounts Payable/Receivable specialist” using Fiori apps, since the new system is easier to navigate multi-role. Those unwilling or unable to learn the new interface and capabilities might struggle. However, it’s important to note organizations can mitigate this through retraining – the goal is not to eliminate end-user jobs but to empower them to be more productive. The “losers” label applies if an individual or role cannot transition (for instance, if someone chooses to retire or leave rather than learn S/4, that role effectively “lost” in the change). Overall, the workforce impact will be uneven: roles focused on strategy and technology (as above) gain importance, while roles performing manual, repetitive tasks (either in IT or business) will be reimagined or reduced.
• Third-Party SAP Support Providers: An indirect category is the third-party support and maintenance providers for ECC. As customers migrate to S/4HANA (where SAP might bundle support via cloud subscription), the business for independent ECC support could shrink. Some companies that specialized in keeping legacy SAP running (e.g., offering cut-rate support for ECC after SAP’s EoM) may lose business if customers leap to S/4HANA Cloud where that model isn’t applicable. SAP’s push to cloud (and its own support offerings like RISE) is in direct competition with firms offering to help customers “stay on ECC.” Thus, professionals working in those firms might feel a squeeze. (This is more of a business impact than individual role, but it’s worth noting as a strategic shift in the SAP services ecosystem.)

In summary, the “winners” are those who align with the new direction – experts in S/4HANA, cloud, integration, data, and change – who will enjoy strong demand and career growth. The “losers” (or challenged roles) are those rooted in the old model who don’t adapt – their skills risk becoming legacy along with the system they supported. Importantly, nearly every “loser” role has a pathway to reinvent into a “winner” role through upskilling and a mindset change. The transition period (2025–2027) is a window where individuals can reposition themselves to be on the winning side of the S/4HANA evolution.

Timeline and Planning: Preparing for the Next 3–5 Years

With 2025–2027 rapidly approaching, SAP professionals and organizations should start taking concrete steps now to be prepared. Below are strategic recommendations and a rough timeline for action over the next 3–5 years:

For SAP Professionals (Individuals):

1. Get Educated on SAP’s Roadmap: Understand the key dates and plans. Know that mainstream ECC support ends in 20 (Beyond 2027: Navigating Crossroads for SAP Business Suite 7 Users)? (with possible extended maintenance to 2030 for a premium) – this is the horizon by which most customers will have moved or be moving. Awareness of this urgency will inform your career moves. Follow SAP’s official announcements and product roadmaps so you’re never caught off guard by what’s coming next (e.g., new S/4HANA releases, new cloud services, etc.).
2. Upskill with S/4HANA Training: Make it a priority in the next 6–12 months to build S/4HANA knowledge. If you’re a functional consultant, take the delta courses for your module (to learn S/4-specific changes). If you’re a developer, learn ABAP for HANA and Fiori development. Pursue an S/4HANA certification in your area to formalize this knowledge – it signals to employers that you have a baseline of S/4 expertise. Utilize free resources like openSAP courses (which offer introductions to S/4HANA, migration strategies, etc.) and SAP Press books on S/4HANA topics. Aim to complete at least one substantial course or certification within the next year.
3. Gain Hands-On Experience: Training is vital, but nothing beats experience. If your company is planning an S/4HANA migration, volunteer to be part of the project team. Even if it’s outside your comfort zone, being involved will accelerate your learning and give you real credentials. If your company is not yet moving, consider asking for access to an S/4HANA sandbox system – practice performing your current tasks in the new system, or experiment with the SAP Best Practices Explorer content for S/4 to see how processes are executed. Within 1–2 years, try to have at least one S/4HANA project (even a small one or a pilot) under your belt. This might mean switching to a consulting firm that’s executing S/4 projects if you’re currently at an SAP customer with no imminent plans – a career move some are making to ensure they don’t get stuck with only ECC experience.
4. Develop Adjacent Skills: As noted, cloud and digital skills complement SAP expertise now. Over the next 2–3 years, invest time in learning about cloud platforms (you might take an AWS or Azure fundamentals course to understand the infrastructure side that S/4 could run on). Similarly, improve your soft skills like communication, agile methodology, and design thinking – S/4HANA projects often use agile approaches and involve cross-functional teamwork. Being comfortable with these ways of working will make you more effective in the project environment. If you’re in a technical role, learn about DevOps tools for SAP; if in a functional role, learn about process mapping tools or testing tools that modern projects use.
5. Stay Current Continuously: Make it a habit to allocate a few hours each month for learning updates. SAP releases yearly on-premise updates and quarterly cloud updates for S/4HANA – review the highlights of those (SAP Community blogs often summarize “What’s New” in each release). This ensures you are aware of new features that you can bring to your organization or client. For instance, if you know SAP just introduced a new automation in S/4 2024, you can propose it to your business users – showcasing value and keeping your knowledge cutting-edge. Consider joining SAP user groups or attending webinars (SAP Insider, SAP Community calls, etc.) regularly. In the next 3–5 years, those who continuously update their skills will stand out from those who did one training in 2021 and rested on it.
6. Network and Share: The period of massive change is an opportunity to network. Engage with mentors or colleagues who have gone through S/4HANA transitions. Attend SAP conferences (virtually or in person, like SAP TechEd or SAPPHIRE) to hear case studies. Networking can open doors to opportunities and also keep you informed about how the ecosystem is evolving in real time. Additionally, sharing your own learning journey (for example, write a blog about your first S/4 conversion experience) can both solidify your knowledge and mark you as an active member of the SAP community, which can be beneficial for career growth.

For Organizations (Employers / SAP Customers):

1. Create a Transformation Roadmap (People + Tech): By now, every SAP customer should have a high-level roadmap for if and when they will move to S/4HANA. Ensure this roadmap includes a people strategy alongside technical plans. Conduct a skills inventory of your current SAP team: identify who has S/4HANA knowledge, who has which legacy skills, and where the gaps are. Use this to plan training programs or hiring needs over the next couple of years. For example, if you foresee needing a Fiori developer and none of your current staff have that skill, you have time to upskill someone or recruit, rather than facing a crisis later. Tie this planning to the project timeline (e.g., “Year 1: train BASIS team on cloud, Year 2: begin S/4 project and bring in an S/4 expert consultant to mentor our team,” etc.).
2. Invest in Training and Certifications: Support your SAP professionals in gaining the new skills. This could mean paying for S/4HANA certification courses, bringing in external trainers for on-site workshops, or giving employees time and budget to attend SAP education classes. Consider establishing an internal “S/4HANA academy” – a structured program for your staff to learn the new system, perhaps culminating in a pilot project or hackathon to apply their skills. Organizations that invest in reskilling their teams will save money in the long run (by reducing reliance on expensive external consultants) and retain institutional knowledge (employees feel valued and are less likely to leave if they see a future with modern skills at your company). Over the next 1–2 years, aim to have the majority of your SAP team at least conversant with S/4HANA, even if the full migration is later.
3. Leverage Experienced Partners (but ensure Knowledge Transfer): During the actual migration project, you will likely bring in S/4HANA experts or a systems integrator. Ensure that part of their mandate is to train and mentor your internal team, not just deliver the system and go. Pair up external consultants with internal counterparts in each area (e.g., the FI consultant from the SI works closely with your internal Finance IT analyst). This way your team learns hands-on. Set up “train-the-trainer” sessions so that knowledge (especially about new cloud operations or new modules) is documented and passed on. By project end (perhaps 2–3 years from project start), your internal team should be capable of running and even improving the S/4 system on their own.
4. Communicate and Manage Change: Don’t neglect the cultural shift. Start communication with end users early about why the company is moving to S/4HANA (e.g., to enable better business agility, analytics, user experience). Create excitement if possible – perhaps demos of Fiori apps to show the sleek interface, or testimonials from users at other companies who find the new system helpful. It’s natural for some employees to fear change (“Will I still have a job? Will I be able to learn the new system?”). Address these head-on with empathy: clarify that the goal is to make everyone’s work easier, not to cut jobs. Invest in end-user training programs and consider using modern tools like SAP Enable Now or other digital adoption platforms to help users learn in-app. Over the next 3–5 years, continuous training will be needed since S/4’s updates keep coming. Prepare your organization for an era of frequent, smaller changes rather than rare big changes. This might involve adopting more agile change management – e.g., having a “SAP improvement day” every quarter to roll out new features and gather feedback, as opposed to a big bang change every 5 years.
5. Redefine Roles and Responsibilities in IT: As your landscape shifts to cloud or hybrid, sit down and redefine who does what in the IT team. For example, if you move to RISE with SAP (private cloud), clarify which tasks SAP handles and which your team handles (RISE with SAP: 5 Things to Know - SAPinsider). You might formalize new roles like “SAP Cloud Coordinator” or “Security Lead for ERP” to cover areas that need special attention. Realign your Basis team’s job descriptions towards more value tasks (performance tuning, user management, etc.) rather than basis chores that no longer exist. Also, encourage cross-functional teamwork: maybe create a “Center of Excellence (CoE)” for S/4HANA that brings together functional, technical, and analytics experts who collectively own the platform. Planning this in advance (during the project planning stage, a year or more before go-live) ensures a smoother transition. It also signals to the team that there is a future for them in the new world, reducing anxiety and resistance.
6. Consider Phased Approach and Early Wins: Strategically, some organizations choose a phased migration (module by module or region by region) while others do big bang. Regardless of approach, identify some early wins in the 3-5 year timeline. For example, you might start by deploying a sidecar S/4HANA analytics solution or a cloud module (like SuccessFactors for HR) to introduce your teams to the cloud way of working. These early wins build confidence and skills that will be useful in the main migration. By the time you fully cut over to S/4HANA, your team and users won’t be completely green – they’ll have experienced pieces of it. From a planning perspective, by year 3 (say 2027), you’d want to have at least a pilot or partial go-live done, with full go-live no later than 2027/28 for most businesses to avoid support issues.

In terms of timeline: 2025 is a pivotal year to start (or continue) preparations; by 2026 you want actual execution (the project in motion) for a target completion by 2027. SAP professionals should therefore use 2024–2025 to upskill and 2025–2026 to gain project experience, positioning themselves strongly by 2027 when S/4HANA skills will be ubiquitous and required. Organizations should similarly front-load their preparation so that they are not scrambling at the last minute.

The good news is SAP has given a long runway and even safety nets (extended support) – use that time wisely to prepare both technology and teams. As one tech leader summarized: waiting too long can “jeopardize operations…incurring higher cost (SAP S/4HANA: To wait or not to wait, that is the question), whereas proactive planning turns the migration into an opportunity for growth rather than a crisis.

Conclusion

The transition from SAP ECC 6.0 to S/4HANA – with SAP’s clear push toward cloud solutions – represents a once-in-decades change in the SAP world. Globally, thousands of organizations and an entire generation of SAP professionals are navigating this shift. The impact on the workforce is profound: job roles are evolving to be more strategic and technology-enabled, and the skills that made SAP professionals successful in the past must be refreshed for the future.

The key takeaway is that this is ultimately a positive evolution for those who embrace it. S/4HANA and cloud tech offer SAP experts the chance to offload drudgery (whether it’s manual reconciliations or low-level system upkeep) and focus on delivering innovation and insights to their businesses. End users will gain a more intuitive experience and see more timely data, while IT analysts and consultants will find new avenues to add value (and likely, enjoy strong career prospects if they have the right skills).

Both individuals and organizations should act with urgency but not panic. By aligning with SAP’s roadmap, investing in learning, and fostering a culture open to change, they can turn this migration into a transformation. Those SAP professionals who proactively upskill and adapt will become the next generation of high-demand experts leading digital enterprises on S/4HANA. Conversely, clinging to the old ways is a risk – but one that can be mitigated starting today.

In summary, to thrive in the next 3–5 years, stay curious, keep learning, and be willing to reinvent your role in light of what S/4HANA enables. And for organizations, value your people as much as the technology during this transition; a well-prepared, empowered SAP team will be the difference between a painful migration and a successful one. The journey from ECC to S/4HANA is as much about people as it is about software – and with the right preparation, both can flourish in SAP’s new era.

Sources: SAP official roadmap/strategy and independent analyses have been incorporated throughout: SAP Community and SAPinsider insights on cloud strategy (RISE with SAP: 5 Things to Know - SAPinsider) (SAP S/4HANA: Public vs. Private Cloud Editions)7?, Gartner data on S/4HANA adoption (SAP S/4HANA: To wait or not to wait, that is the question)5?, industry surveys on skill demand (Breaking Down the Data—2024’s Most In-Demand SAP S/4HANA Skills - The Baer Group) (Breaking Down the Data—2024’s Most In-Demand SAP S/4HANA Skills - The Baer Group)9?, expert blogs on upskilling ECC consultants (How to Transition your SAP Career from SAP ECC to SAP S/4HANA) (How to Transition your SAP Career from SAP ECC to SAP S/4HANA)0?, and guidance from SAP partners on managing the transition (Avoiding an Unacceptable, Unstable Cloud Migration: 6 Pillars You Must Know) (ECC end of life - what are your options | SoftwareOne Blog)7?. These provide a well-rounded perspective on what the move to S/4HANA means for the global SAP workforce and how to navigate the change.