Can you calculate the EU adjusted gap on demand, or is it a two-week project every time?

Total Rewards Hub runs regression-based pay gap analysis with configurable factors: job level, job family, location, tenure, contract type, education, and performance rating. The output is three numbers: gross gap, explained gap, and adjusted gap. The adjusted gap is the EU compliance figure, auto-categorized as Compliant, Needs Attention, or Critical, with drill-down to any employee record.

Do your managers have the context to answer pay questions honestly?

When transparency moves out of HR and into the 1:1, most managers do not have enough data to answer. Sam.os, the AI compensation assistant inside Total Rewards Hub, gives managers the numbers, the band position, and the framing before the conversation. The Manager Agents framework extends the same logic across recognition, listening, and reward workflows. Available through the Semos Cloud enterprise pilot program.

Can you produce a transparency statement in one click, or does it take a compensation analyst two hours?

Individual pay transparency statements generate on demand from any employee record. Delivered via email, downloaded as a PDF, or shared through the direct manager. Configurable content typically includes current base salary, position within peer range for the role, position within internal band, and confirmation of regulatory compliance.

Do your remediation workflows respect bands, compression, and grade overlap automatically?

Remediation proposals apply configurable business rules before any adjustment is suggested. Salary bands respected. Grade overlap prevented. Compression avoided. Budget constraints enforced. Where a band ceiling blocks a full close of a specific difference, the system proposes the maximum compliant adjustment and flags the constraint. Every proposal routes through configurable approvers with a full audit trail.

Are you running pay transparency every day, or is the plan quietly slipping back to "when someone asks"?

Pay transparency is a launched state, not a project. Employee Rewards Portal, engagement analytics, and built-in communications keep pay visible after launch. Recognition data alongside compensation data means employees see the full package every day, not just once at review time. Across the platform, adoption reaches 80% in 90 days.

RIGHT FOR YOU

People & Culture Intelligence, at HR Connect Romania

Q: Does your SuccessFactors know what pay actually looks like across your enterprise?

SuccessFactors captures compensation transactions, but the operating picture lives in payroll systems, benefits providers, and country spreadsheets. Total Rewards Hub, built native on SAP BTP with SuccessFactors as system of record, pulls compensation, benefits, and rewards data into a single view that admins, managers, and employees can each see at the level appropriate for them. Nothing leaves the SAP perimeter.

Built on SAP BTP, trusted by 150+ enterprises including SAP itself.

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AFTER JUNE 2026

The compliance question is settled. The operating one is where enterprises now split.

The EU Pay Transparency Directive is in force. Compliance is a matter of when, not if. The harder question is what happens six months after launch. Some enterprises run pay transparency every day. Others quietly stopped looking. This page is about the layer underneath that difference.

MEET Semos IQ

The intelligence layer where 50+ behavioral signals reach the people making the call

The engagement layer at the center of the Semos Cloud PCI platform. Built on SAP Business AI Platform, native on SAP BTP through SAP AI SDK. People direct, Semos IQ surfaces what matters, agents act.

50+

behavioral signals unified across the platform

20+

AI agents across recognition, EX, manager, and rewards

platform modules connected into one surface

HOW WE CAN HELP

Six questions we are sitting with at Bucharest

The questions we bring into every operating conversation now. What's the honest answer at your desk?

Can you say your compensation philosophy in one sentence?

What we do about it

If it takes more than one sentence, the layer underneath is still under construction. Total Rewards Hub is what holds a philosophy up when it meets payroll data. Regression, band-safe remediation, clean audit trail.

Can you place a new role in the right pay band today?

What we do about it

If placing a role starts a project, job architecture is still catching up. Total Rewards Hub reads architecture straight from SAP SuccessFactors and enforces band structure across every pay decision, so a new role lands where it should the same day.

Could you send your EU adjusted gap by Friday?

What we do about it

If the honest answer is tickets across payroll, benefits, and country finance, the adjusted gap is a project. Total Rewards Hub, native on SAP BTP with SuccessFactors as system of record, resolves it into one view. The gap becomes a query.

Can your managers answer pay questions on the spot?

What we do about it

Pay transparency gets tested in the 1:1 the week after launch. Total Rewards Hub gives managers a team view with compa-ratio, band position, and outlier flags. Sam.os, our AI compensation assistant, brings the numbers and the framing before the conversation.

Can any employee get their pay statement in one click?

What we do about it

Statement delivery is either instant or expensive. Total Rewards Hub generates individual statements on demand from any employee record. Email, PDF, or shared through the direct manager. The difference between a policy that scales and one that costs analyst hours per employee.

Six months after launch, is anyone still looking?

What we do about it

Launched is a moment. Running is a maintained state. Employee Rewards Portal, engagement analytics, and built-in communications keep pay visible every day, not once at review. Across the platform, adoption reaches 80% in 90 days.

THE LAYER WE BUILT FOR THIS

Total Rewards Hub. One product, the whole operating story.

Everything above adds up to one product. Native on SAP BTP with SuccessFactors as system of record. Certified integrations to Workday and Oracle Cloud HCM. SAP Spotlight+ for Total Rewards.

Regression-based pay gap analysis.

Configurable factors. Three outputs. One EU compliance figure. Auto-categorized, with drill-down to any employee.

Governed remediation.

Bands respected. Compression avoided. Grade overlap prevented. Budget constraints enforced. Configurable approvers and full audit trail.

Transparency statements on demand.

Generated from any employee record. Email, PDF, or the direct manager. Configurable content that maps to your legal team's ask.

Manager team view plus Sam.os.

Compa-ratio, band position, outlier flags. Sam.os brings the numbers and the framing before the 1:1.

Employee Rewards Portal.

Base, benefits, equity, bonuses, and program access in one view every day. Because pay transparency only stays honest if someone is still looking.

Take Something Useful Home

Built around the topics at HR Connect Romania. Get what's relevant, then let's talk.

On-demand PANEL

Pay transparency readiness

What needs to be in place before pay transparency works. Where implementations break down, and what managers and employees actually need.

Playbook · SAP

The 2026 guide to maximizing SAP SuccessFactors

How HR and HRIT teams turn a strong SAP SuccessFactors foundation into a People & Culture Intelligence layer. Five lifecycle moments. A five-stage maturity model. No middleware, no clean-core risk.

On-demand webinar

Making value visible: Maximize ROI on Total Rewards

Why employees see only half the value of their benefits, where traditional approaches fail, and the methodology for closing the perception gap. With Angela Aspland and Kristijan Manasievski.

Customer story

SAP runs Semos Cloud for 100,000 of its own employees

More than 500,000 recognitions in 2025 alone. The deployment that proves the platform at the highest enterprise scale, told from inside the SAP environment.

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Quantify the ROI of using our Employee Experience platform

Enter your numbers and see how employee experience done right can move productivity, retention, and cost, in figures you can take straight to the budget conversation.

Webinar

Rewards for the deskless workforce

Reaching frontline and deskless employees with reward visibility and recognition that actually lands inside their shift, their kiosk, their phone.

Continue the conversation

In Bucharest, or on your calendar.

Heading to HR Connect Romania on 24 September? Meet our team across the day. Bring your answers.

A live walkthrough of the modules you care about, not a generic demo loop.

Recognition, communications, and reward signals moving through Semos IQ in real time.

Deployment notes from a customer in your industry, on request.

Forty-five minutes with our solution team, focused on the question that sits closest to your work.