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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
B) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
D) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

2. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
B) Whether the employee creation import should be reloaded before any access testing continues.
C) Whether the operations manager should be given access to all records until the facilities position list is corrected.
D) Whether HR administration can review the facilities position instead of the operations manager during rollout planning.

3. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region&#x2019;s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
B) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
C) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.
D) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
B) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
C) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
D) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
B) Whether HR services can approve all position changes centrally until broader district validation begins.
C) Whether every district manager should be added to all position-change workflows during UAT.
D) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.

Solutions: