At SAP America Inc., 92 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2169 employee surveys, with a 90% confidence level and a margin of error of ± 1.66. It was published on Jul 10, 2018. 29119 Visitors

What Employees Say

I'm proud to tell others I work here.
95%
 
I feel good about the ways we contribute to the community.
93%
 
I am able to take time off from work when I think it's necessary.
93%
 
Management is honest and ethical in its business practices.
93%
 
People care about each other here.
93%
 

What They Do

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

We are committed to helping every customer become a best-run business – make a difference and address the world’s biggest challenges. We engineer solutions to fuel innovation, foster equality, and spread opportunity across borders and cultures. That’s what we do.

About this Company

Website: http://www.sap.com Industry: Information Technology
US Headquarters: Newtown Square, Pennsylvania, 19073 US Sites: 66
Major Locations: New York, New York; Palo Alto, California; Pittsburgh, Pennsylvania; Atlanta, Georgia; Chicago, Illinois; Bellevue, Washington; Dallas, Texas; Washington, District of Columbia US Employees: 19,157
US Revenues: $8,551 million Worldwide Revenues: $26,980 million
Employees Worldwide: 92,174 Corporate Structure: Public
Stock Symbol: SAP Founded: 1988

Bike to Work Day 2018 provided employees with a chance to meet fellow cyclists and enjoy a

Perks and Programs

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

  • Purpose-driven culture: SAP has been purpose-driven since before “purpose” was a buzzword – and we live it through our vision to help the world run better and improve people’s lives. And while we are dedicated to helping our customers find their purpose, and become best-run so they can make a difference, we want our employees to discover theirs and offer a wide range of programs to help them do that. For instance, throughout the year, they drive impact and live ‘purpose’ by donating tens of thousands of volunteer hours that impact hundreds of thousands of lives in our communities. 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.
  • A commitment to diversity: Seeing the world differently is in SAP’s DNA, and it’s the reason we are committed to building a diverse workforce. In 2017, we exceeded our goal of having 25% of women in management globally, and have set our sights to our next goal – to have 30% of women in these positions by 2022. Our internationally-lauded Autism at Work initiative provides rewarding and sustainable employment for people with autism. A variety of employee affinity groups such as PRIDE @ SAP, Black Employee Network, Business Women’s Network, Latinos @ SAP enrich the diversity of our culture.
  • Benefits promoting healthy lifestyles: Our team members have the freedom to work non-traditional hours from locations that fit their schedule, allowing them to achieve better work-life integration. Employees and their families can also take advantage of programs focused on behavioral health management and wellness programs centered on healthy lifestyle coaching, and can access cancer testing support, time-off programs, and many other additional benefits designed to help our people perform at their best. Transgender benefits, including surgical gender conforming treatment for adults, and support for children who identify as transgender, are also available to employees and their family members who are transitioning.
  • Support for working parents: Being a working parent is tough. Period. So we support them with family-centric programs. Flex Appeal allows parents to choose their working hours so they can arrange their time around priorities at work and home. New moms can take up to 14 weeks of leave and dads up to 7 to tend to the new baby. Parents with one year of service can take up to 7 weeks of leave at 100% pay during baby’s first year. New moms, with 100% pay and benefits, can reduce work schedules to ease back into active employment during the first 4 weeks of their return from maternity and paid family leave. Nursing moms can ship their breastmilk home (overnight) when they’re away on a business trip at no cost to them. Employees (or their spouses) have access to adoption and fertility treatment cost defrayment benefits.
  • Supporting our veterans: SAP draws inspiration from people who served their country. Through our own programs and partnerships with external organizations, we are helping to make the transition out of the military easier for veterans. SAP’s Veterans to Work program trains retired, retiring and transitioning service men and women to become SAP certified. This provides a myriad of potential opportunities for Veterans with SAP customers. SAP is also part of a network of large, medium and small organizations across a variety of industries and disciplines that have come together to engage transitioning and civilian-experienced military veteran (men and women) in a meaningful way. We recently participated in a day-long Summit dedicated to helping Veterans. SAP NS2, the independent U.S. subsidiary of SAP dedicated to meeting the unique mission requirements of U.S. national security organizations, provides IT training and employment opportunities to post-9/11 veterans and gold star spouses through NS2 Serves (a non-profit initiative).
  • Work hard, play harder: We spark the spirit of celebration around the region, where employees can celebrate one another and recognize our collective success. We enjoy company-sponsored events (in individual cities and country-wide) including summer picnics, beer bashes, winter holiday parties, and live streamed speaker series. Noteworthy among the office’s events and perks are TED Talk speakers; free tickets to local NFL, MLB, NBA, NHL, and PGA/ LPGA matches; numerous clubs like cycling, soccer, golf, tennis; and opportunities to participate and support causes sponsored through key SAP-customer partnerships. To cite one example, SAP partnered with the Philadelphia Eagles in 2018 through the Eagles Autism Challenge, in which employees could raise funds for autism research by participating in several cycling or walk/run activities.
  • Communicate, communicate, communicate: 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 all sizes, live or virtual, our executives make time for meaningful conversations with our team. 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. 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.
  • Investment in lifelong learning: Lifelong learning at SAP is built into our DNA. Whether remote or in the office, our deeply personalized, “wherever, whenever, and however” experiences for employees and leaders help “future-proof” employees’ careers and equip SAP to be more competitive in a digital economy. Our continuous learning model includes structured education courses, interactions with others through peer learning, and on-the-job experiential learning. Our own SuccessFactors software recommends a blend of in-person and online learning and development courses based on an employee’s profile, organization, and career objectives. Coaching, mentoring, shadowing and other “peer learning” programs help employees expand their professional skills, tap others for career advice, and share best practices. Experiential learning opportunities include rotational programs, stretch assignments or self-directed experiences. Our Learning2Go virtual live classrooms deliver the flexibility to learn anywhere. And finally, breakthrough programs such as SAP Talk accelerate employee growth through more consistent manager-employee alignment.
  • 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 a web-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.
  • 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 also accelerates the participant’s readiness for broader responsibilities and better prepares them for future success at SAP.

COMPENSATION BY THE NUMBERS

$59,337 Average salary and additional cash compensation for Intern/Diploma Student $147,762 Average salary and additional cash compensation for Senior Developer
75% Match of employee’s 401(k)/403b contribution up to 6% of salary85% 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

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Employee stock ownership plan (ESOP)
  • Restricted stock units
Design Thinking workshops provide opportunities for employees to come together to collaborate, ideate, prototype and test ideas applying creativity and imagination.

WORK-LIFE BALANCE BY THE NUMBERS

30 days Paid time off after one year of full-time employment 30 days Paid time off after one year of part-time employment
Unlimited Sick Paid time off 5 days Paid sick days after one year of part-time employment
30 Days Paid time off as of first day of full-time employment 30 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 (10% use it)
  • Subsidized On- or Off-site Fitness (95% have access)
  • Medical facilities (only at headquarters)
  • Onsite Amenities (We provide food/beverage, fitness classes, massages, holiday party and summer picnic.)

FAMILY CARE BY THE NUMBERS

70 days Job-protected maternity leave (including FMLA/STD) 70 days Fully-paid maternity leave (does not include personal vacation or paid time off)
31 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)30 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.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

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 $9,591,685 Philanthropic donations in last year
$1,254,608 Total company-matched employee donations in last year Chief Sustainability Officer Leads environmental impact team
Third-Party Conducted Environmental impact audit 4 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

  • Chief Diversity & Inclusion Officer and Head of People Sustainability oversees diversity and inclusion practices
  • 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
  • 20 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

 
DJ Paoni, president of SAP North America, welcomes SAP Academy students to the employee all hands event at Levi’s Stadium in San Ramon, CA.

DEMOGRAPHICS

 
Working together on an artwork project to help create more welcoming hospital spaces is just one of the many service opportunities available during Month of Service.

How to Get Hired

We asked SAP America Inc. 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. We want people with integrity. People who are dynamic and adaptable. We want people who are collaborative, creative, and fun. And most of all, we want people who believe in our purpose to help the world run better and improve people’s lives. People who are passionate about helping businesses – and the world – run better. At SAP, we encourage free expression, collaboration, individuality, and diversity. We want motivated, creative, and forward-thinking employees. We want people with diverse points of view and a variety of experiences. The unique individuals who work here are constantly pushing boundaries and breaking down barriers. They are a diverse group who bring their own experiences, perspectives, and ideas to the table. They create a fresh and exciting work environment – and together they can accomplish anything.

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. We want to know how you can help our company run at our best, and our customers run at their best. 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 begin 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?

At SAP, our purpose is to help the world run better and improve people’s lives. Our promise is to innovate to help our customers run at their best. We are hiring in many areas of the business to support our purpose and our promise. Areas of particular focus are software design and development, operations, sales, HR, services, presales, finance, marketing, and quality assurance. The key characteristics of all these roles are innovative thinking and a strong desire to make a difference. We're looking for big thinkers, those at the forefront of breakthrough technologies, and most importantly, those who can help our customers become a best-run business.  

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 Indeed and Glassdoor where SAP is ranked a 2018 Best Place to Work.

hiring Outlook

2,183 Forecasted positions to fill in coming year 4% Job Growth
15 Average applicants per opening 113,578 Total job applicants
55% New hires by employee referrals 30% Openings filled by current employees
721 Recent graduates hired 3% Voluntary turnover for full-time employees
3% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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