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

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SAP C_THR81_2605 Exam Syllabus Topics:

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

1. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
B) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
C) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
D) Whether employee import templates should be reloaded before access testing continues.

2. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
D) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
B) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
C) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Review the country-specific configuration controlling the field&#x2019;s defaulting logic and correct the dependency supplying the value during hire creation.
B) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.

5. A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

A) Create duplicate department records for the new structure so the intended values appear separately from the neighboring structure.
B) Ask managers to continue using the current list and rely on training guidance to choose the correct department during reassignment.
C) Broaden department visibility for all nearby structures so the same larger list appears consistently during reassignment processing.
D) Review the organizational associations for company, legal entity, and department in the new structure, then correct the relationship controlling filtered department availability.

Solutions: