NTT DATA Consolidated HR Systems Across Global Operations
The firm is replacing legacy HR platforms with a unified SAP solution to improve data-driven decision-making.
Updated on Sept. 30, 2026 in Employment
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NTT DATA has adopted SAP SuccessFactors and integrated Joule-powered Business Data Cloud solutions. The initiative aims to centralize people data and workforce planning for the firm, which generates over $30 billion in annual revenue.
Why it matters
By moving to a unified platform, the company intends to standardize HR processes and enhance its ability to manage talent across its global footprint. This shift marks a strategic investment in scaling internal infrastructure to support operations that serve 75 percent of the Fortune Global 100.
NTT DATA reports revenue exceeding $30 billion while serving 75 percent of the Fortune Global 100. The company plans to consolidate multiple legacy HR systems into a single platform over a 12-month period.
The players
NTT DATA
A global IT services and consulting firm that generates over $30 billion in revenue and provides infrastructure to 75 percent of the Fortune Global 100.
SAP
A multinational software corporation specializing in enterprise resource planning and human capital management systems.
The details
NTT DATA will leverage its internal SAP expertise to design and deploy these new solutions. The firm intends to replace disparate, legacy HR systems with the SAP SuccessFactors and Business Data Cloud architecture. This unified structure is designed to integrate people data and processes into a single source of truth, aiming to streamline workforce planning and employee experience across the organization.
Timeline
In 2025, NTT DATA adopted SAP Cloud ERP Private solutions.
The new HR solutions will be deployed over the next 12 months.
Market Landscape
The adoption of SAP SuccessFactors represents a broader industry pivot toward unified enterprise platforms to manage complex, global human resource data. This implementation follows a pattern of large-scale IT firms leveraging proprietary expertise to transition away from siloed legacy infrastructure.
Operators managing large, distributed teams should monitor how centralized HR data platforms influence internal hiring speed and workforce allocation. Standardizing on a single system can reduce data latency, but it requires thorough integration testing to avoid operational downtime during the transition.
The takeaway
Centralizing HR platforms is a key strategy for scaling complex operations and improving workforce analytics. Business leaders should consider evaluating their own legacy system performance against the cost of migration to unified enterprise resource planning software.
Further reading
For more on how global firms are updating talent systems, see Employment.
Source note: This article includes information reported by Punch Newspapers.
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