At SAP America Inc.(SAP America), 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1291 employee surveys, with a 90% confidence level and a margin of error of ± 2.20. It was published on Jun 19, 2017. 15270 Visitors

What Employees Say

I'm proud to tell others I work here.
95%
 
Management is honest and ethical in its business practices.
94%
 
I feel good about the ways we contribute to the community.
94%
 
I am able to take time off from work when I think it's necessary.
93%
 
People here are willing to give extra to get the job done.
92%
 

What They Do

We asked SAP America Inc.(SAP America) to explain what they do. Here is what they had to say.

We help companies of all sizes run better. From back office to boardroom, warehouse to storefront, desktop to mobile device, we empower people and organizations to work together more efficiently and more effectively to stay ahead of the competition. 

About this Company

Website: http://www.sap.com Industry: Information Technology
US Headquarters: Newtown Square, Pennsylvania, 19073 US Sites: 59
Major Locations: New York, New York; Palo Alto, California; Pittsburgh, Pennsylvania; Atlanta, Georgia; Chicago, Illinois; Bellevue, Washington; San Francisco, California; Dallas, Texas US Employees: 18,379
US Revenues: $7,624 million Worldwide Revenues: $23,387 million
Employees Worldwide: 84,962 Corporate Structure: Public
Stock Symbol: SAP Founded: 1988

SAP cycling enthusiasts take a break and stay fit together while sharing their passion for the sport.

Perks and Programs

We asked SAP America Inc.(SAP America) to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Benefits that fit life: We give our team members the freedom to work non-traditional hours from remote locations, allowing them to achieve a work-life integration. New moms can have up to 14 weeks of leave and dads up to seven to tend to the new baby; adoption and fertility treatment cost defrayment assistance; transgender benefits include surgical gender conforming treatment for adults, and support for children who identify as transgender. Cancer testing support, time-off programs, and many other health and wellness services help our people perform at their best.
  • A commitment to diversity: Seeing the world differently is in SAP’s DNA, and it’s the reason we are committed to building a workforce with diverse skills and abilities. Our Leadership Excellence Acceleration Program supports our goal of having women in 25% of SAP leadership roles globally by the end of 2017. This award-winning, year-long program for women is unparalleled in the industry and designed to give participants the skills and behaviors to excel in management and people leadership roles. Our internationally-lauded Autism at Work initiative provides rewarding and sustainable employment for people who live on the autism spectrum and have unique abilities. Since the program’s launch, 115 colleagues – 650 anticipated by 2020 – have been hired in the U.S. and eight other countries.
  • Serving a greater good: SAP Corporate Social Responsibility drives impact in our communities through the pillars of talent, technology, and partnerships, and allows us to live our mission of improving people's lives. Throughout the year, employees donate tens of thousands of volunteer hours that impact hundreds of thousands of lives. During a four-week social sabbatical, key talents from international teams volunteer to solve business challenges for the entrepreneurial, non-profit sector in emerging markets. Social sabbaticals allow participants to leverage their skills in ways that volunteering close to home may not, while strengthening their leadership competencies, cross-industry sector know-how, and intercultural sensitivity.
  • Mentoring and fellowships: An impactful relationship-based approach to learning is at the core of the Mentoring at SAP program. Whether advising employees on strategies to drive revenue or helping them tap deeply into their innovative capabilities, mentoring supports our ambition of nurturing the talents of emerging leaders. Under our fellowship program, employees can take a one- to six-month, full-time assignment on a strategic project in a different line of business to expand their depth and breadth of knowledge and skills. It accelerates the participant’s readiness for broader responsibilities and better prepares them for future success at SAP.
  • Social Responsibility and Volunteerism: Our vision is to help the world run better and improve people’s lives. SAP Corporate Social Responsibility drives impact in our communities through the pillars of talent, technology, and partnerships. North America has the greatest concentration of CSR activities, with volunteerism at the core. Throughout the year, and especially for SAP’s signature volunteer initiative, Month of Service, employees donate thousands of volunteer hours that impact thousands of lives (10,804 employees volunteered 42,241 hours in 30 cities in 2016). Through a host of workforce development programs, CSR equips youth with tools to tackle society’s problems and thrive in the digital economy. By establishing partnerships via strategic social investments in more than 100 NGOs, SAP CSR has a lasting, sustainable impact on society.
  • Work hard, play harder: We regularly spark the spirit of celebration around the region, reminding employees to regroup, recharge, and recognize our collective success. We hold many company-sponsored events (in individual cities and country-wide) including summer picnics, winter holiday parties, and our live streamed speaker series. This holds particularly true in SAP’s innovation epicenter, Silicon Valley, where the busy event schedule is emblematic of the hard work and dedication of the developer-centric employee base. Noteworthy among the office’s events and perks are an external speaker series; free tickets to local NFL, MLB, NBA, NHL, and PGA/ LPGA matches; and numerous clubs like cycling, soccer, golf, tennis; and weekly beer bashes.
  • Walking the talk: Executive communications at SAP are frequent and relevant, and no matter where an employee sits in the organization, they will find something of value in the conversation. Through a variety of formats and for audiences of varying sizes, live or virtual, our executives make time for meaningful conversations. In a traditional town hall format, All Hands meetings give employees across the region perspective on company performance and growth, and the opportunity to ask questions in person or online. Regular Coffee Corners allow SAP leaders to have granular conversations with smaller, in-person audiences in a casual and open forum. Pop-up meetings ensure employees can capitalize on the opportunity to meet with visiting executives to discuss specific or unique areas of the business.
  • Lifelong learning: Lifelong learning is an everyday concept at SAP. Whether remote or in the office, there are learning opportunities for employees everywhere and at every stage of their career. Driving that dedication to employee development is our own SuccessFactors software that recommends a blend of in-person and online learning and development courses based on an employee’s profile, their organization, and the training their colleagues have completed. Our dedicated online curriculum Learning2Go provides the flexibility to learn anywhere, and with start/stop capabilities so employees can grow their skills as their schedule allows.
  • Nurturing emerging leaders: SAP’s Early Talent program is designed for new hires (and recent post-secondary graduates) with under two years of non-professional experience. This comprehensive initiative accelerates young aspiring professionals in their development and contributions to SAP’s success as well as their own. The program provides structured training, mentoring and support to bring out their best ideas, innovations, and talents.
  • Making recognition meaningful: Acknowledging the good work of a colleague with gestures great or small has a cumulative effect. The Appreciate program makes it easy to offer meaningful recognition for someone who lives SAP’s cultural behaviors. Through an Internet-based platform, nominees choose the employee to be recognized, and after including a personalized message, select the level of appreciation – from a simple “Thanks” for a positive attitude or quick contribution to shining a “Spotlight” on a game-changing effort that went far beyond the call of duty, and including a monetary value through a points system. Award nominations can be placed for an individual, group of employees or an entire team.

COMPENSATION BY THE NUMBERS

$54,577 Average salary and additional cash compensation for Intern/Diploma Student $137,399 Average salary and additional cash compensation for Senior Developer
$11925 Average salary match company contributes to 401(k)/403b per employee85% Company-paid health coverage for employees
85% Company-paid health coverage for dependents 85% Company-paid health coverage for part-timers
30+ hours Weekly hours required for part-timers to receive health insurance $8,500 Average Tuition Reimbursement
$8,500 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Employee stock ownership plan (ESOP)
  • Restricted stock units
Fireworks close out the SAP Family Summer Picnic with a bang!

WORK-LIFE BALANCE BY THE NUMBERS

29 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
Unlimited Paid sick days after one year of full-time employment 5 days Paid sick days after one year of part-time employment
5 Days Paid time off as of first day of full-time employment 5 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Telecommute option (100% use it)
  • Job sharing (50% use it)
  • Subsidized On- or Off-site Fitness (95% have access)
  • Medical facilities (only at headquarters)
  • Onsite Amenities (Free lunches, fitness centers, massages, concierge services)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)35 days Average length of paternity leave new fathers take
$10,000 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)
30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $5,600,000 Philanthropic donations in last year
$923,000 Total company-matched employee donations in last year Chief Sustainability Officer Leads environmental impact team
Third-Party Conducted Environmental impact audit 6 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Carbon offset program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Head of People Sustainability & Chief Diversity & Inclusion Officer is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 15 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Employees everywhere support Month of Service, SAP’s signature volunteer initiative.

DEMOGRAPHICS

 
As part of SAP’s Social Innovation Series, students compete for grants so they can bring their big health and wellness ideas to life.

How to Get Hired

We asked SAP America Inc.(SAP America) for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We want people who think big and dream big, who value their integrity, and who are dynamic and adaptable. We want people who are collaborative, brimming with creativity, and can have fun. And most of all, we want people who are passionate about helping businesses – and the world – run better. 

At SAP, we put massive effort into creating a workplace that attracts motivated, creative, and forward-thinking employees who help the world run better and improve people’s lives.

Our core “How We Run” values are a set of behaviors that describe how we get things done and what makes our culture unique. They are words developed by our very own people that define who we are and how we run: Tell it like it is. Keep the promise. Stay curious. Build bridges, not silos. Embrace differences. If these are behaviors you live by, then SAP is the place for you.

What can prospective employees do to get your attention?

We are dedicated to the entrepreneurial spirit that brings varying backgrounds, ideas, and points-of-view that enable us to continually push what’s technically possible. Everyone has a strength and skill in different areas. If you think you would be a good fit, apply for an open role, and tell us why hiring you would be a win/win for both you and our company to grow, learn, and develop. Helping the world run better is about what each of us can contribute.

Join our Talent Community to get the information you need on careers at SAP straight from the source. Register to let us know what job(s) you’re interested in. You’ll receive email notifications once we being accepting applications for positions that matter to you.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are focused on building a team that can enable our customers to digitize the business and prepare for the future, including hiring for Industry/Presales Experts, Architects, Sales Executives and Managers, Product Marketing and Digital Marketing Experts, and Business Development Experts, to name a few. SAP Leonardo, our digital innovation system, integrates breakthrough technologies like IoT, Machine Learning, Analytics, Big Data, Design Thinking, Blockchain, and Data Network and runs them seamlessly on the cloud.  It is a comprehensive service that allows our customers to adapt to the new digital age in a personalized and scalable way. We're looking for big thinkers, those at the forefront of these breakthrough technologies, and most importantly, those who can sell.  

What should interested candidates do to find out more and get started?

Visit us at sap.com/careers to learn about our company, our culture, jobs, and what it’s like to work with us. Read testimonials from our employees and find out more about applying to SAP.

Pull back the curtain to get a sneak a peek backstage at SAP by visiting and engaging with us on social media. Use #LifeatSAP to see authentic images, videos, and testimonials for what we do at our desks and after hours in different corners of the world (LinkedIn, Facebook, Instagram, Weibo, YouTube, Twitter, and WeChat). Plus, read reviews about our company on Glassdoor and Indeed.

hiring Outlook

3,323 Forecasted positions to fill in coming year 46% Job Growth
3 Average applicants per opening 19,867 Total job applicants
20% New hires by employee referrals 32% Openings filled by current employees
242 Recent graduates hired 3% Voluntary turnover for full-time employees
4% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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