The Australian SAP market is entering a new phase.
After a period where many organisations were building business cases, securing budgets, selecting vendors and preparing for transformation, the conversation is now shifting. It is no longer simply about whether businesses will move to S/4HANA. It is increasingly about when, how, and who will lead the work.
In Precision Sourcing’s EOFY 26 SAP Market Report Webinar, Seb and Chris from our SAP team unpacked what they are seeing across the ANZ market, where demand is building, and what both candidates and employers should be paying close attention to as we move further into the new financial year.
S/4HANA Programs Are Starting To Move
One of the clearest themes from the webinar was the shift from planning into execution.
Over the past few years, many SAP customers have been working through the early stages of transformation. Business cases have been built, budgets reviewed, vendors assessed and internal decisions debated. While not every organisation is at the same stage, the market is now reaching an inflection point. More customers are gearing up to start S/4HANA programs, and with that comes a noticeable increase in hiring activity. This is not limited to one area of the SAP ecosystem. Demand is being seen across functional consultants, technical specialists, ABAP resources, delivery leaders and internal project teams. For many businesses, the next challenge will be making sure they have the right people in place before the real delivery pressure begins.
Senior SAP Talent Is Leading Demand
Demand continues to be strongest at the senior end of the market.
Program Directors, Program Managers, Solution Architects and Enterprise Architects remain some of the most sought-after professionals.
These are often the first hires organisations need before major transformation programs can move forward. They play a critical role in vendor selection, program structure, stakeholder alignment and building the teams required beneath them.
For SAP professionals, this creates a clear opportunity. Those who can step into broader leadership, architecture or delivery-focused roles are likely to be well positioned as more programs gain momentum.
Soft Skills Are Becoming A Major Differentiator
Technical capability is still essential, but it is no longer enough on its own.
A key point from the webinar was the growing importance of business-facing skills. Organisations are looking for SAP professionals who can run workshops, communicate with senior stakeholders, align teams and clearly articulate business requirements. This is especially important in transformation environments where systems integrators may be doing much of the technical implementation work, but end users still need strong internal voices who can represent the business and keep everyone moving in the same direction.
For candidates, the ability to combine SAP knowledge with communication, workshop leadership and stakeholder management could be the difference between securing a role and missing out.
The Market Is Becoming More Candidate-Led
Seb and Chris also highlighted a shift in market power.
After a period that has largely favoured employers, the SAP market is beginning to move back towards candidates. As more S/4HANA programs enter delivery phases, competition for experienced SAP talent is expected to intensify.
This means candidates may start seeing more opportunities, more approaches and potentially multiple offers. For employers, it means retention and speed are becoming more important than ever. Businesses that have invested in strong SAP talent over the past 12 months will need to think carefully about how they keep those people engaged, recognised and committed.
Flexibility And Speed Will Win Talent
One of the strongest messages for employers was the need to move quickly.
The businesses securing the best SAP talent are the ones with clear priorities, streamlined processes and flexibility around working arrangements. In a market where the talent pool is limited, rigid office requirements or slow hiring processes can quickly reduce access to strong candidates. Hybrid working models and openness to talent across different locations are giving organisations access to a much broader pool. As competition increases, employers who know what they need and act decisively will be in a far stronger position.
Key Takeaway
The SAP market is not exploding overnight, but it is clearly moving.
S/4HANA activity is increasing, consultancies are building capability, permanent and contract hiring is strengthening, and the early signs of a more competitive talent market are already appearing. For candidates, now is the time to be clear on what you want from your next opportunity and where you want to build your skills. For employers, the message is simple: the war for SAP talent is on the horizon. The organisations that move quickly, stay flexible and invest in the right people will be the ones best placed for what comes next.
Missed the live session?
Watch the EOFY 26 SAP Webinar recap video to catch up on all the insights as we move deeper into this new financial year.
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