An automotive group in the Caucasus, with more than 27 years of market presence, 26 branches across the region, and a network of over 300 global partner brands, was facing growing HR challenges. Despite serving over 270,000 retail consumers, 34,000 corporate clients, and employing more than 2,500 people, the company’s HR operations were hindered by outdated software that lacked essential functionality.
The leadership recognized the need for a modern HR platform that could centralize employee data, track performance, streamline processes, and support long-term growth. They turned to SAP SuccessFactorsSAP SuccessFactors – and selected ACBaltica as their trusted partner to deliver the transformation.
The result? A future-ready HR platform that improved efficiency, boosted employee engagement, and positioned HR as a strategic driver of business success.
The HR software did not meet the requirements of the HR department and did not allow managers to see the performance of each employee. To remedy the situation, Caucasian Automotive Holding partnered with ACBaltica to .
Customer
Automotive Holding is a regional leader in the automotive products and services industry, operating across the Caucasus.
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The group supplies vehicles (cars, trucks, buses) and auto parts to the Georgian and South Caucasus markets. The holding represents more than 300 brands, including Shell, MAN, TOYOTA, Porsche. The company occupies about 50% of the automotive market in the region.
With:
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27 years of experience
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26 branches
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270,000+ registered retail consumers
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34,000 corporate clients
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More than 2,000 wholesale facilities
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A workforce of 2,500 employees
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Daily service capacity of up to 1,500 cars
Challenge
The company’s HR department had long relied on management software that no longer met the demands of a growing business. Key issues included:
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Lack of functionality to consolidate employee data in one place
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No ability to track how employees were achieving their goals
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Absence of a centralized employee directory with roles and contacts
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Fragmented processes that slowed down HR operations
To address these challenges, the company decided to modernize with SAP SuccessFactors and selected ACBaltica for its proven track record in implementing SAP solutions across different industries, including the automotive sector.
Solution
Why SAP SuccessFactors
The Automotive Holding chose SAP SuccessFactors for its ability to:
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Consolidate all HR data into one secure platform
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Enable performance management, succession planning, and compensation tracking
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Support global standards while remaining flexible for local compliance needs
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Provide a modern, mobile-first user experience
Project scope
Together with ACBaltica, the company implemented the following modules:
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Employee Central
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Performance & Goals
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Succession & Development
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Compensation & Variable Pay
Also, ACBaltica implemented the SAP Jam platform and ensured smooth data transfer from SuccessFactors. Additionally, the team integrated the newly implemented SAP SuccessFactors with SAP HCM.
Apart from that, ACBaltica delivered workshops and employee training and performed data migration
Implementation process
ACBaltica guided the transformation through a structured approach:
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Solution validation workshops and fit-gap analysis
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Data migration and system iterations
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Development of end-user training materials
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Production system setup and seamless cutover
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Go-live without disrupting ongoing business operations
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Employee Central |
The Employee Central system creates an account for each specialist with detailed information about him/her: contacts, curriculum vitae, credentials, skills, salary account, driver's license, etc. The employee supplements his profile with information himself, which simplifies the work of the HR department.
Employee Profile in Employee Central
In the system, the user sees the hierarchy of the company and the personnel composition of each department according to the authority of employees.
Everyone has a "Requests" tab in their profile. Here the employee coordinates his actions with his supervisor or specialists from other services, such as ordering equipment. Previously this was done by email. Now all requests are kept in one place.
The Benefits management section is designed to maintain employee insurance and record bonuses (corporate cars, holiday gifts, pension payments).
Previously, in order to submit an application for insurance, an employee had to coordinate it with a number of colleagues via email. Now all he has to do is fill in the necessary data in the program. The HR manager's job has also been simplified - when employees have submitted insurance applications, the HR manager uploads the list and passes it on to the insurance company.
In Employee Central, HR managers keep track of employees' work hours. The system captures every time an employee puts a badge to the validator. Thus, the employee timesheet in SuccessFactors shows what time a person comes to work, when he or she has had breaks, whether he or she is on overtime, etc.
The Benefits management section is designed to maintain employee insurance and record bonuses (corporate cars, holiday gifts, pension payments).
Previously, in order to submit an application for insurance, an employee had to coordinate it with a number of colleagues via email. Now all he has to do is fill in the necessary data in the program. The HR manager's job has also been simplified - when employees have submitted insurance applications, the HR manager uploads the list and passes it on to the insurance company.
In Employee Central, HR managers keep track of employees' work hours. The system captures every time an employee puts a badge to the validator. Thus, the employee timesheet in SuccessFactors shows what time a person comes to work, when he or she has had breaks, whether he or she is on overtime, etc.
Time Sheet in Employee Central
The system records when an employee goes to work on his/her day off or holiday (according to the work schedule). Employee Central records the time worked, which the employee can then use for time off.
HR managers also record sick leave, vacations, and other types of absences in the system. Most absences are recorded in the system by employees themselves, and later coordinated with management. You can see the rest of your vacation time in the system.
HR managers also record sick leave, vacations, and other types of absences in the system. Most absences are recorded in the system by employees themselves, and later coordinated with management. You can see the rest of your vacation time in the system.
Vacation Schedule in Employee Central
| Performance & Goals |
The module helps manage annual planning and monitor how employees, from company management to executives, achieve strategic goals.
The manager records goals in the program and assigns them to subordinates. Tasks can be added within the goal and activities can be recorded. The system records the progress of the result and updates the percentage of completion.
The manager records goals in the program and assigns them to subordinates. Tasks can be added within the goal and activities can be recorded. The system records the progress of the result and updates the percentage of completion.
Accounting for a goal in the employee profile in Performance & Goals
With Performance & Goals, HR managers make control slices to record the current performance of specialists. The service helps compare the performance of employees from the same department.
Managers and colleagues can leave feedback on an employee's performance. The manager or executive generates a review request in Performance & Goals. The respondent fills it out, and the review is saved in the specialist's profile.
In the future, the company plans to implement the Compensation module to calculate bonuses based on KPIs. Personnel performance calculated in Performance & Goals can be taken into account in this block.
Managers and colleagues can leave feedback on an employee's performance. The manager or executive generates a review request in Performance & Goals. The respondent fills it out, and the review is saved in the specialist's profile.
In the future, the company plans to implement the Compensation module to calculate bonuses based on KPIs. Personnel performance calculated in Performance & Goals can be taken into account in this block.
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SAP Jam Collaboration |
SAP Jam Collaboration resembles a corporate social network in terms of features and interface.
News feed in the SAP Jam Collaboration
Employees discuss project tasks, follow company news, comment on them, and keep their own blogs. Company departments, project teams, and corporate training groups can create their own communities in SAP Jam. You can also exchange files and coordinate documents.
Publishing with different file versions in SAP Jam Collaboration
SAP Jam Collaboration is convenient to use in project work: jointly maintain project documents, save different versions of files. In general, SAP vendor itself recommends maintaining all project documentation as part of SAP SuccessFactors implementation in SAP Jam Collaboration
Additional benefits of the SAP SuccessFactors software solution are mobility and outsourcing of service support:
- The system can be accessed via a link from a browser or mobile app. When the employee is on the road or on a business trip, he or she is still connected and can make full use of key system functions.
- The company is not required to have an in-house programming team to support the system. The SAP vendor does this as part of the subscription.
Additional benefits of the SAP SuccessFactors software solution are mobility and outsourcing of service support:
- The system can be accessed via a link from a browser or mobile app. When the employee is on the road or on a business trip, he or she is still connected and can make full use of key system functions.
- The company is not required to have an in-house programming team to support the system. The SAP vendor does this as part of the subscription.
Results and business outcomes
With SAP SuccessFactors, the company achieved:
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Increased HR operational efficiency – routine tasks automated, freeing HR for strategic work
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Boost in employee performance and engagement – goals tracked and aligned across the organization
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Better talent retention and succession planning resulting in stronger pipeline of future leaders
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Stronger decision-making through analytics since the real-time data became available for managers
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Faster adaptation to change with the flexible platform supporting growth and transformation
Overall business impact
The HR department transitioned from an administrative function to a strategic business partner. With data-driven insights, a standardized yet flexible platform, and higher user adoption (thanks to a modern UI and mobile-first design), the customer now runs HR on a future-ready, scalable platform aligned with its digital transformation strategy.
Why choose ACBaltica
The Automotive Holding selected ACBaltica not only for their SAP expertise but also for their industry knowledge and ability to deliver results in complex environments. ACBaltica brought:
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Experience with SAP implementations in the automotive sector
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A business-first approach, ensuring technology aligned with real HR needs
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A proven methodology that enabled smooth migration and quick adoption
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Commitment to long-term success through training and enablement
With ACBaltica, the company didn’t just implement new HR software — they built the foundation for sustainable workforce transformation.
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