Services

Strategic services that adapt to you

Deep configuration to fit your needs. Custom recognition programs, localized reward catalogs, tailored workflows competitors cannot copy.

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HR platforms fail when every company gets the same configuration

Most HR platforms ship with a fixed workflow and a generic setup. The recognition catalog in Munich is the recognition catalog in Mumbai. The comp cycle at a 200-person team runs the same approval chain as one at a 50,000-person business unit. The platform works on paper, and the seams show in practice.

Semos Cloud runs differently. Every deployment is configured to the business: program rules, reward catalogs, comp cycles, comms, surveys, and manager workflows all shaped to the modules you run, the countries you operate in, and the org structure in your HCM. That configuration is the moat.

A platform shaped to how your company works is not something a competing vendor copies by matching a feature list.

Services built into every deployment

Enterprises with deeper customization, additional integrations, historical data migration, or expanded language coverage take on optional services that expand scope. Those get scoped in the kickoff conversation.

Rollout and implementation planning

A sequenced rollout plan tied to your business calendar. Program design aligned to your performance framework, total rewards strategy, communications calendar, and HCM data model. Launch milestones mapped before configuration begins, so the deployment lands on a date the business already owns.

Multi-country and
business-unit phased rollout

Most global deployments do not go live everywhere on day one. We sequence the rollout by region, by business unit, or by brand. Country-specific reward catalogs, local tax regimes, pay transparency compliance, statutory reporting, survey language packs, manager workflow variants, and local approval chains all configured before each phase flips on.

Security, compliance, and questionnaire completion

ISO 27001, GDPR, data residency. We complete your security questionnaire, respond to procurement review, coordinate with your infosec team, and prepare the compliance documentation each jurisdiction requires. This is a task your team does not need to wire up from scratch.

Resource coordination, both sides

A named project lead on our side. A clear resource map on your side, who owns what, when. Weekly working sessions, a shared delivery plan, and escalation paths that do not require a project to stall before someone intervenes.

Change management

A communications plan for every audience, executive sponsors, people managers, HRBPs, employees. Training sessions delivered live and recorded for async access. Champion networks built inside the business units driving the program, so adoption does not depend on HR alone.

Brand customization

Your visual identity applied across every employee-facing surface: eCards, rewards storefront, surveys, comp statements, manager workflows, benefits portals. Logo, color, typography, and tone matched to your brand standards before launch, so the platform feels like an extension of your company.

Configuration work across all four pillars

Strategic services touches every pillar on the platform. The scope below is representative, not exhaustive, each deployment is scoped to the modules in play and the jurisdictions in play.

Social Recognition and Rewards

Every program rule, workflow, and reward configured to your performance framework and every market your people work in.

Eligibility and nomination workflows mapped to your approval chain

Rewards catalog and templates curated by country

Fraud controls and MQI thresholds tuned to your culture

Manager Effectiveness and Development

Manager Agents are built around your job architecture, promotion framework, and the systems managers actually work in.

360 feedback, skills taxonomy, and career-path templates configured to your job architecture and promotion framework

Manager Agents scoped to your business: values, organization structure, instrumentation, and success metrics

Meeting Agent and meeting summaries tailored to each manager's role, team, and decision rhythms

EX, Listening and Communications

Listening only works if employees can actually be reached, so we configure every channel, survey, and feedback loop to your workforce and HR calendar.

Multi-channel setup across SMS, mobile, kiosk, Teams, and email

Multilingual survey libraries and HCM-based audience segmentation

Feedback routed to the right managers and HRBPs

Total Rewards, Benefits, and Pay Equity

Total Rewards configured to your global comp strategy and to every jurisdiction your workforce sits in.

Comp cycle, budget, and approval routing

Pay transparency per jurisdiction — EU, UK, US state-level

Pay equity thresholds, statutory reporting, and local tax alignment

Benefits mapping and withholding tax coordination

The platform your people will actually use

Semos Cloud brings recognition, rewards, and culture intelligence into one deployment, built to fit the business you already run.

Talk to our team

Enterprises run this playbook at scale

Ralph Schneider
HR Business Information Officer, Global HR, SAP SE

Total Rewards is a superb example of our competitive advantage in HR extensibility and another showcase of drinking our own champagne by combining SAP SuccessFactors solutions and SAP BTP.

Waqar Wajid
Head of Digital Transformation - Technologies, Al-Futtaim

“Semos Cloud really stood out for us because the platform is designed to work hand in hand with SAP SuccessFactors… Throughout this journey, it has been a seamless collaboration built on a shared vision and a collective drive to make employee experience the center of this transformation.”

Andrew Bean
People and Culture Business Partner Director, JTI

“We wanted a solution that would help us drive cultural change in JTI. As our employees were looking for more appreciation, implementing Rewards & Recognition program with Semos was the perfect solution.”

FAQs

  • How long does a typical deployment take?

    Timelines vary by footprint, by pillar scope, and by the number of jurisdictions in play. A single-pillar, single-region rollout moves faster than a four-pillar, multi-country deployment. The first working session on a scoped engagement produces a delivery plan with dates the business can commit to.

  • Can we start with one pillar and expand later?

    Yes. Most enterprises start with one or modules and add others over subsequent quarters. The configuration work done in phase one carries forward, the HCM integration, the localization, the security posture, the change management posture do not need to be rebuilt for each new pillar.

  • How do you handle multi-country rollouts?

    Multi-country rollouts are sequenced by region, business unit, or brand. Country-specific configuration, reward catalogs, local tax regimes, pay transparency compliance, statutory reporting, survey language packs, manager workflow variants, ships before each phase goes live. No region goes live on generic defaults.

  • Who owns what between your team and ours?

    Every phase has a named owner on our side and a named owner on yours. A dedicated project lead on the Semos Cloud side runs the engagement end to end. A resource map on your side covers the HR, IT, infosec, legal, and comms participants the rollout needs. Handoffs are documented. Nothing waits on a single person.

  • How does pricing work?

    Semos Cloud is priced at the enterprise scope, sized to the organization, the modules in scope, and the services package. A standard implementation and subscription covers the foundational services every deployment needs. Optional services that expand scope (additional integrations, historical data migration, expanded language coverage, on-site workshops) are scoped during kickoff. Talk to us about what your deployment looks like.

  • How do you handle local regulatory compliance for compensation?

    Compensation configuration covers local tax authority alignment, statutory reporting per country, pay transparency directive compliance (including the EU Pay Transparency Directive, UK gender pay gap reporting, US state-level pay disclosure), pay equity analysis thresholds, and withholding tax coordination for reward redemption. Each jurisdiction is configured against the regime it operates under.

  • What happens after launch?

    A dedicated Customer Success Manager runs quarterly business reviews, performance check-ins, and the analytics that feed the next configuration pass. The program improves every quarter rather than drifting after go-live.

  • What certifications does the platform hold?

    Semos Cloud holds SOC 2 Type 2 and ISO 27001 certifications and is GDPR-compliant. Enterprise deployments include data residency options across regions. Our services team completes your security questionnaire, responds to procurement review, and coordinates with your infosec team through the approval cycle.

See the services that run your platform inside your HCM

Book a 30-minute conversation with someone who has run enterprise deployments across regions, business units, and compliance regimes.

Talk to the services team
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