Introduction

In recent discussions about designing future HR integration infrastructure, I've noticed an intriguing trend among SAP-first organizations: several companies are planning or implementing data lakes as hubs for HR data integration. For these organizations—who prioritize SAP solutions unless there's a compelling reason not to—this move raises important questions about data management and integration strategies.

While data lakes certainly have their place in the enterprise landscape, using them as an alternative source for integration brings some concerns that HR Business IT leaders in SAP-first environments should carefully consider.

As someone responsible for serving both internal and external stakeholders with HR data in an SAP-centric ecosystem, you might be wondering: Why not get data directly from your SAP system of record, where data quality, scope, and access can be controlled? It's a valid question, and one that we'll explore in depth in this article.

The Emergence of Data Lakes in HR

The appeal of data lakes is understandable. They promise a centralized repository for all your data, potentially making it easier to distribute or make available for various purposes. However, going down this route often results in simply kicking the can down the road when it comes to securing the data and ensuring consistency.

Let's examine some of the key considerations:

1. Security and Access Control

Moving HR data from your system of record (such as SuccessFactors or SAP HR) to a data lake brings it to a place with a completely separate realm of security measures. Your HR system of record has likely been set up with strict rules and permissions, which now have to be replicated in the data lake.

This raises several questions:

• Who is motivated to keep up the sync of permissions?
• Who controls access to the data lake? Is it the same team that manages access to your HR system of record?
• What is the scope of the access in the data lake?

2. Data Ownership and Governance

Modern integration technology, supported by solutions like the SAP Integration Suite with API Management and Middleware, is highly integrated with authentication platforms. This ensures that the system of record permissions are taken into account when accessing data, keeping data ownership firmly in the hands of HR.

With a data lake approach, you need to consider:

• Who will maintain access over time?
• What exactly is the data lake used for?
• Where is the data going, and what is the scope? Is the scope too wide?

3. Performance and Frequency of Access

Another crucial aspect to consider is:

• How often is the data accessed?
• Is the performance of data retrieval from the lake suitable for all use cases?

4. Security Monitoring

With sensitive HR data, security is paramount:

• How do you know if you're being attacked?
• What measures are in place to detect and respond to potential security breaches?

5. Team Structure and Support

Implementing and maintaining a data lake for HR data integration isn't just a technical challenge:

• What teams do you need to support this approach?
• How does this align with your existing DevOps cycles?

The Case for Direct Integration

While data lakes have their uses, for consumption of HR data for integrations (payroll, time, benefits, internal and external applications with the need for HR data), a solution like the SAP BTP Integration Suite offers several advantages:

1. Direct Source Access: Get data straight from your HR system of record, ensuring up-to-date and accurate information.
2. Integrated Security: Leverage existing security measures and permissions from your HR system.
3. Controlled Scope: Easier to manage and control what data is accessed and by whom.
4. Business-Centric Control: SAP BTP has been designed to let business-side IT remain in control, as these are the people who know the business processes and data better than pure technologists.
5. Simplicity and Sustainability: Design an architecture that is simple, reusable, and sustainable within your SAP ecosystem.

Conclusion

While HR Data Lakes have their place in certain scenarios, for consumption of HR data in integrations, a solution like the SAP BTP Integration Suite is often the more appropriate choice for SAP-centric organizations. The key is to design an architecture that is simple, reusable, and sustainable within your existing SAP landscape.

As HR Business IT leaders in SAP-centric environments, it's crucial to think through the long-term implications of your integration strategy. By leveraging direct integration solutions that work seamlessly with your SAP HR system of record, you can ensure that your HR data remains secure, accurate, and easily accessible to those who need it, while maintaining the control and governance that HR data demands.

Remember, the goal isn't just to make data available – it's to make it available securely, accurately, and in a way that serves your organization's needs both now and in the future, all while leveraging your investment in SAP technologies.

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