Breaking barriers in SAP HR and Payroll

Okay. There we go. So, welcome everyone. My name is Maria, and a very warm welcome to our conversation today. Before we dive in, let me just set the scene a little bit, because if you're used to the more traditional webinar with slides, today is gonna be a session that is gonna be a little bit different. We are trying to experiment with new types of, content and new forms of delivering knowledge and sharing knowledge. So today, we're gonna have a more podcast style, format, and we're just gonna have a chat. And to have this chat about HR and payroll, I have I'm delighted to introduce today to my two guests for this discussion. So first, we have Danielle. Danielle, is a highly respected expert in the SAP HCM, domain. She works here at APUs Labs as a global, vice president for strategic alliances, and she's had more than twenty years experiences in the field. She's a SAP mentor, and she has written, I believe, is it four best selling books, Danielle? And this is before ChatGTP. So I think this is crazy run out. That was all pure efforts there that, came out of those books. So that's really impressive. So thank you, Danielle, for being with you, with us here today. And then we have Sophie Lan. Sophie is, also a very highly experienced professional specializing in global payroll, operations and transformation. In particular, she's joined Fuse, quite recently and before she's experienced role in SLB where she, also was, leading the global, payroll team. And she's had multiple experiences in other companies always related to HR and payroll. So welcome, Sophie, and thank you for being with us today. That's right. So our focus, on today's session is obviously to discuss, what's been happening in HR and payroll in the last decade. Certainly, we've all noticed that the role and the these roles and these, departments have been going through a lot of changes. Certainly, in the past five years, HR and payroll are two departments that are very prone to, external changes. So anything that's happening in the outside world, it will eventually end up impacting the inside, of companies as well. So we've seen things like how COVID nineteen has affected the way that we work today, how, you know, different geopolitical conflicts going on end up always trickling down to how we run, HR and payroll departments inevitably. And that's on one side. On the other side, we also have all the digital transformation trends that have been going on for the past ten years. And then, surprise, surprise, it's, not even five minutes since we started the podcast, and I'm already mentioning the buzzword of the decade, which is AI, was also having a great impact on on these functions. So this is a little bit what we're gonna discuss today. So we want to see, the development of these changes in the past few years. We want to analyze them and see what the experts with me today think about them. Then we're gonna touch, of course, on AI and maybe some more real applications that we're seeing day in and day out with our customers and our clients. We will also discuss some of, like, SAP strategy to support HR and payroll teams into all of this transformation and all of these accelerated change that everyone's having to, to face right now. And then in the end, hopefully, we can get some practical, practical, advice from Danielle and Sophie, something actionable that hopefully you can leave today with, and it can help you, face, you know, little challenges or new challenges that you might have on your day to day jobs. So without further ado, let's just kick off things a little bit. And, Danielle, in your opinion and in your experience, you've been in this field for quite a while, so you've seen it firsthand the change and how much the changes have been accelerating. Can you tell us a little bit more about what do you think are the most impactful shifts organizations have had to adapt to specific to HR and payroll? Great question. Thanks, Maria. We've seen, HR and payroll really shift from this administrative overhead to more of, like, a strategic infrastructure. The pandemic forced every company to really think work models overnight, and that triggered a cascade, remote work, digital access, security, employee well-being, retention. For SAP customers, the real change was realizing that their legacy systems couldn't keep up. Suddenly, HR needed real time data, smarter insights, and tools that could flex with the new workforce demands. We're now in a place where HR isn't just about managing people. It's about understanding them. And if you're using your SAP data to inform your business decisions, you're absolutely behind. The latest updates from SuccessFactors like the AI driven insights, the next gen authentication, show that SAP is doubling down on modern cloud native HR and phasing out all their old APIs and legacy features to support this shift. On SAP, this really wasn't, optional. It was required. It was necessary. Real time payroll and compliance is always an urgent item and even more so during the, as you mentioned, global regulatory churn. So if I had to pick two changes, it would be SAP customers had to accelerate their digitalization fast. So those on premise probably felt it the hardest. So journey to the cloud is a big one as well as HR and payroll analytics went from being cool and interesting to essential. Employers need that real time data to drive their workforce every day during these exciting times. Yeah. Absolutely. And I think there's definitely been more attention to HR as a strategic partner of, you know, partnering your business. You the information that you have, you need to be able to consult in and to get insightful, information to eventually make the right decisions, hopefully. And we've seen in Europe, a lot of regulations that are coming out now where they're putting the emphasis on auditing what's going on with your employees and your companies. A few even before the pandemic, we got the gender pay gap, And you need to be able to generate these reports and give this information, quite quickly. You need to turn around and it's like, okay. Yeah. You need this report now. You need to find out this information. And it's that, flexibility and quickness to react to new demands that really can make a big difference for for companies. Sophie, payroll if we move a little bit on more payroll side right now, payroll often feels like the backbone of an organization. But also talking to a lot of clients throughout the years, I know that it's, it's a common thought to think if it works, don't touch it. Don't change it. Don't breathe. So it must be quite, you must feel quite a lot of pressure right now because, obviously, it's all about moving to the cloud and eventually, applying AI into your payroll processes, and that must be really nerve wracking. I can feel the tension. So how do you feel payroll professionals, are feeling about all these changes? And what are some of the key changes that you've observed, in payroll operations? Like, can you see already trickling down, in payroll space? Yeah. That's a very good one, Maria. So I usually call payroll as a necessary evil because it is exactly what you said. It's like, we don't really wanna touch it. Everyone knows that we should invest there, and it should work because it's, it's a statutory expectation. Right? But it's you don't wanna touch it. You don't wanna open Pandora's box because who knows what we find there. But the problem is that, this traditional thinking, it doesn't hold up anymore. Right? What, Danielle was describing, it's, all the technological boom that we're living with AI and so on. We're gonna go into the details. Actually, it comes from the organization needs. Right? The words that demanding agility and resilience and real time insights, payroll has to keep up. Right? A function that traditionally, used to be as a service function, just sorting out employees payroll, suddenly, there's a need to become a strategic partner. But how do you get that? This is, today's biggest question, I think. So the biggest shifts that we have seen over the last decade or couple of years is really from this manual processing. We're moving to automation, to a cloud technology, AI. From a siloed organization with very scattered landscape, we are moving into global pillar governance models and so on and so forth. But it's extremely challenging, Yuram, for organizations and for the people. So I would say that we are both excited and cautious. Right? Excited, I think, because it's a one in a lifetime opportunity, I would say. This is the second time, I think, since, we first run payroll on a computer in nineteen fifty three by deadlines and co in a computer. That's the second time I feel that there's something so impactful that's happening. So we see the value in it, but I think the we're cautious as well because the problem is that transformations, require a solid and clean dataset, culture change, and the trust in these new technologies. Based on my experience, one of the three is always lacking. So this is, I think, is a bit ambiguous, you know, what's happening right now because we're looking forward to and we wanna, move forward. But the biggest problem is that can the organization keep up with that? Do we have an enabler? You know? Do we partner well or we have the organizational capabilities to go on this transformation journey? And are we ready? Right? So there's a lot of elements, and readiness comes from different pillars. But as we see it, it's really a strategic ally that payroll can become. Right? If you have your processes, your people, and the technology in place, it can really enable the wider business goals and acceleration, right, in today's work. But, usually one, two, or both three, is lacking. So, I think there's a lot of ambiguity to do right now. Yes. No. Definitely. And I guess it's that decision paralysis. It's almost like, where do I start first? What do I do first? Do I, you know, do the change management? Do I research and look for the technologies that can help me with something? It's difficult to know where to start, what's the right thing to do, and, eventually, you're just like, oh, I'm not sure what to do. So you don't do end up doing nothing, until deadlines come around the corner and maintenance support is not there and things like that. And then, yeah, you're forced to maybe do some decisions in a rush that maybe if you had acted sooner, you could have thought out a little bit longer. So I guess it's pretty clear that we're living, an a new HR and payroll era. As you said, Sophie, it's the first time that payroll was brand. It was nineteen fifty, so that could seventy five years later, here we are with the next big innovation. And all these pressures that HR and payroll teams, have to face both from external factors and internal factors. We know that, CEOs and CTOs want to invest always more and more on AI nowadays to hopefully reduce some costs some somehow else, but we don't know really what's going on there. But, anyways, going back to SAP, Sapphire was just back in May. Danielle, you attended the Orlando one. I went to Madrid, and I was lucky enough to be able to leave my boost duties for a little while so I could attend and listen into the keynote speech, which is very exciting. But can you share a little bit about what SAP announced at Sapphire for many colleagues that couldn't join? And just give us some key takeaways for our colleagues here today. Alright. Let me start by saying I'm jealous you got to go to the Barcelona one. Oh, I was on hundreds of Florida. But, at Sapphire, their message was clear. They came out and basically said, AI isn't a feature. It's foundational. Like, they're tools like, Jewel. They're not just chat bots. They're really meant to rethink how work gets done inside of SAP and SuccessFactors. That said, most HR and payroll teams that I work with are still focused on getting the basics right. So you can throw you can't throw, AI on top of a messy core. So you have to start with the good stuff. So accurate payroll, secure data, stable processes, these are all still table stakes items. So SAP's AI road map is totally strong, but adoption is actually gonna depend on how well the customers can shore up the founded foundation underneath it. So the announcements that they made at Sapphire, they had, people intelligence and business data cloud, their performance and goals agent, WalkMe, the in app help, which is kinda cool, Jewel Studio, and the Flywheel. They all show how AI is being baked into the platform, and everyone is excited about it. And that's all really cool and sexy tech, and customers are excited but cautious, as Sophie said, especially since those with the compliance heavy payrolls. These innovations really point towards a future where AI sits at the center of HR operations, but you still need a clean foundation before you get started. So if your payroll and your core HR are unstable or based on some old premises type model with tons of complex customizations, etcetera. AI is not gonna fix that. So you need to get your house in order. Innovation depends on the stabilization and making sure your core payroll is operational and stable at a minimum before getting started with all the fun and the cool stuff. I really think that, success is gonna hinge on how well SAP and s as us as partners are helping our customers stabilize their core before pushing into these new frontiers. Yeah. No. That's, brilliant. It is it those obviously stay in Madrid. I think a lot of people were very excited after the keynotes, but also a little bit, intimidated because it does feel for some realities, it feels very far away, all this, flywheel, and all of that. But like you say, there is time to get your house in order and get it everything sorted before you start applying, all of this really advanced technology, AI on your systems. But okay. So we're talking about AI. It's happened. The it's the buzzword of the decade and the elephant in the room, I feel. If you work in IT, and you're talking about software or about transformation, you have that AI that is staring at you at the corner of the room like, hello. When are you gonna talk about me? So, yeah, like he says, it's not longer a concept. We have people that, are claiming, that thirty to fifty percent of their operations is run by AI. I think that was Marc Denio from Salesforce. And I'm always a little bit skeptic of these big statements because to say that fifty percent of your operations is run by AI, it's quite a big statement. And I wonder if then you look behind if, it's it's the reality or it's just, for the appearances, you know. But definitely, I've seen it with clients. People are starting to apply it for sure. It's a there are some real terms applications out there. So I wanted to know from you, Sophie, if you have maybe experienced firsthand some of these, practical applications of AI maybe in your previous role or in your current role with EPUs, if you've seen anything interesting that actually you've seen with your eyes that is out there, people are doing it, and it's working well. I love the question because if I wanna be really, honest, the answer is no. And why I'm saying that and people that know me knows me and know that I'm very picky and the expectations are high. But why I'm saying that is because in this world, I feel like Peter is always liking a little bit. And I've been attending all the conferences and so on and so forth. And, actually, it's kind of this year that I've heard couple of weeks ago in Paris now in HR Connect is that finally we start talking about, payroll as well in an AI world. Don't get me wrong. There are high expectations from, companies in my previous role as well. And now that I'm engaging with clients, a huge expectation of, yes, we need embedded AI intelligence and this and automation. Problem is that, as Danielle said, you need to fix the core. And the core for me is exactly your house, your data, your processes, and your people. Right? I know within an IT company, we usually, focus on the innovation and the technology. But what I see is that even if you have the best of the technologies, if there's no a culture shift, then there's no buy in, from a higher level as well. And in payroll cases, it's extremely, difficult, I feel, you know, because payroll is not visible until something goes wrong. Right? So what I've seen is that there's a lot of cool things and sexy things for HR from recruitment and talent management and carrier and predictive analytics and so on and so forth. For payroll, there's very few use cases. What I've seen it's, with data integrations, right, which, which is, a new tool that we have been using as well. That's kind of revolutionary, I would say. The second thing I wanna say is that I think the era is gonna be the agents entering the scene because now everybody is, us as well doubling down and creating the payroll agents that will be embedding your payroll operations. How we see it is that it's not one thing that's gonna change the whole operational, payroll and how we process payroll, but, like, small bits and pieces that can be automated can that can be, digitized, you know, that's gonna change the game. So very recently, actually, appears by Arte Mill Verayan's agent is one of the multinationals and, it won an innovation award as well, which is extremely exciting because it goes beyond, a traditional just comparison. I comparing, this month's data with last month payroll results. Right? But it can step on where is it coming from, can fix it, or it can call for a human intervention. And this is the key, what I wanna feed back to your first question of how do we feel about, you know, AI entering the scene is that it will not change it will not replace me. It will not replace, you know, a pair of professionals, but it can come on the top of what we're doing and complement what we're doing so we can actually it will free up some time, you know, so that we can focus on what brings value and to be the strategic enable of the, of an organization. Right? So that's the long answer. And to answer of some kind of tips and tricks as well, what Danielle mentioned is what really make sure that you know what you're building upon. Right? So you need to clean your core, your data, your processes. What we're offering as well is that this, AI road map. Because with payroll transformation as well, I feel that, we're falling into the same trap with the AI transformation. Without the vision, without a road map, we just start embarking on something, but we end up with, again, another scattered landscape because it seemed cool that there was no global, and central, governance model in place. Right? So, apart from a traditional HRM pillar transformation that we're doing, now we started, accompanying companies with the AI transformation and preparing the whole AI roadmap for them so that we can put something in place with them that actually makes sense and that actually, supports the organization's efficiency and goals. Yeah. Of course. Because each organization will have a different requirement in Absolutely. Way. So you need to know what you need. It can't be a blanket statement for everyone. This is the way. There's no one besides fits all here as well. I feel like it's really this history repeats itself in an from another angle. Right? Yeah. No. Absolutely. Absolutely. No. Thank you, Sophie. And, Danielle, then if we look at the operational efficiency of, you know, HR, how is AI then transforming the strategic aspects of HR? Because we've seen, I really enjoyed your recent, blog post on LinkedIn about your experience with monster dot com. If we talk about changes in history, that's, definitely another one that we're experiencing here. So it was, I don't wanna spoil it. I think we are gonna share it in the chat for everyone to have a look later on, because it was really fun, and it does resonate a lot, I think, with changes in the space and how do are you living all these changes? I think in the past, it was slower pace, so maybe you wouldn't experience so much in one lifetime, but I feel like we've been experiencing a lot in one lifetime here. So, yeah, it's all about, that talent acquisition, and it was, yeah, the beginning of applications online. I've always just known applications online. I've never had to handle paper resume at all. So that's all I've known, but, of course, there was time where, you like you say on your blog, it was all about the fonts and keeping it on one page, and, you know, all these strategies. And now, the world has changed again because you can go on a chat GTP or Gemini or whatnot and just say, I want to apply to this job. Please optimize my CV to, you know, be one of the top candidates. So another, this I guess this is one of the, AI applications that we're seeing in the HR side. But if you can expand a little bit more on that, Danielle. That was a really fun, blog to write. The world of recruitment is lifetimes away of when I entered the workforce. I'm jealous that you didn't have to turn in paper resumes. We would stand online and hand our resume and have our interview right then and there. But when I, entered the workforce and had the opportunity to be featured on the Monster website, it was a big deal for me. And it's crazy how much it's changed. I remember when it was a big deal when, OCR came out. That was the conversion of scanned resumes or faxed resumes. Do we need to take a sidebar and tell Maria what a fax machine is? But, but when OCR came out, that was a huge deal. It would take the readable text, and then it would put it into the system. And as you said, the process of applying for a position now is entirely embedded with AI. If you play around with LinkedIn like I said, if you see a job on LinkedIn, you can hit the apply now button. It's gonna import your resume and take all the fields and put them in the right boxes for the ATS. But then it'll say, hey. We've reviewed your entries, and it doesn't look like you're gonna get this job. You only have and they'll give you, like, a numerical score. You're only hitting sixty percent. But if you hit this box that says apply with AI, we'll improve your resume to make sure that you're hitting all the points that you're supposed to hit. And it's it's fascinating how that works, and, I could talk about this topic all day and the legality and ethical concerns of applying with AI. But to your specific question, we're finally seeing, AI move from this back end automation to actual employee facing stuff. So, in SuccessFactors, the practical applications are things like personalizing the learning path so people can grow in a way that match their roles and goals. So it'll look at where you're at in the organization. It'll take into account where you wanna be, and it'll come up with a career and training path to get there. That part's pretty cool. It's also being used to analyze, like, sentiment and employee feedback. So, it can identify employees who are at risk of leaving. We did a whole webinar about that couple years ago where you could predict the top three reasons why an employee is going to leave, based on market data and trends and things like that. And that was, pretty fascinating things to do. Used right, AI can make, HR more human, not less human, but it has to be ethical, explainable, and grounded in real outcomes in order for it to work effectively. Yeah. I yes. I definitely agree with that. And sometimes it, it's a bit scary because eventually you're gonna end up having a conversation, an interview with a human. So you can optimize as much as you want your CV, but, you then need to come to the party. So, you will only get you until a certain point, and then it's really up to the human to show for what they can actually do. So this is, all really exciting, and I think we've hinted at this, throughout our conversation today. And it's the fact that you need good data, I guess. Your AI is gonna be as intelligent as the data as sorry. As good as your data is in your system. So, that is obviously the challenge, I guess, of the centuries just to have good data, to have good test data. That's also part of what we do. Our core here at APUs Labs is, we we like to say that we're data experts, because we support a lot of our clients, with, their data challenges. So why then, Danielle, do you think it's so important to have such a solid integrated software architecture, before even, you know, moving into more complex AI applications in the business, I guess. You need to have your house in order. We said that. And sometimes you can get the impression that AI is this magic wand that you just will fix everything, but then that's not the reality. You do need to have a solid software architecture at the base. So then AI is gonna accelerate the business towards success, I believe. But what what is your opinion? Have you experienced something? Have you seen something firsthand, that you can share with us today? What's, what's silly is last night, I was at my, homeowners association meeting, and everybody's fighting about our centralized mailbox. So all our mailboxes are in one central spot, and it's usually when you go there, you have to make sure you have boots on because there's always a huge puddle around it. So we had this HOA meeting where everybody's like, I want fancier mailboxes. I want bigger mailboxes. I want my name on my mailbox. And I was raising my hand to say, we need to fix this water problem on the bottom because it's not gonna matter. I don't wanna get wet every time I get my mail. So it's like that it's that foundational piece. You need to step back and say, am I built on a good foundation? We could fix everything else on top of that later. But if we don't have a solid core that we're standing on, we're getting wet. So, a solid foundation is critical because everything else depends on it. Again, if your data is bad, your AI is gonna be worse. If your systems don't talk to each other, you're not agile. You're just gonna be stuck. So SAP is a good system to provide that backbone, the whole single source of truth and enterprise grade security, cross functional integration with BTP. All that stuff matters when HR needs to sync with your other systems. You've got finance and operations and compliance in real time. It's not just about having the tech. It's about having the tech that's built on a completely solid foundation. Brilliant. Thank you, Danielle. And then, Sophie, from a payroll perspective, what then are the risks if you say, okay. I'm not having this, not having a as silly as it sound, but we've seen it sometimes is, like, this pick the resistance, obviously. We've said it many times now. There is, you know, some concerns and some anxieties to change payroll. Then what are the risks of not doing it, of not joining the this modern tech, AI, cloud trend, I guess? So what from what I see is that these old legacy systems come with a, high hidden cost, you know, and high inefficiencies that, until we don't start digging a deeper opening the box, you know, you don't see that. But there's enormous amount of manual errors and, due to lack of automation, you're having great pay, rework, nonproductive time. There are compliance gaps because, you know, there are still updates or weak audit trails. There's security risk, lack of visibility of real time data, or the whole inflexibility that actually blocks you moving forward and AI and process innovation coming to place. Right? So all that. And so SAP success factors and ECP, actually, that brings a standardization and an automation by still respecting the local rules and regulations. There's this huge shift that, you know, that I love. It control center that because we moved away from this reactive pay of trying to run after what went wrong already, you know, of this proactive and continuous payroll processing, which, which I'm really, really a big fan of and a big proponent because it has changed my life when I first started using that. And it provides really companies like scalability and this compliance stability. Right? So, actually, anything can that can go wrong if you start your journey and making your foundation, slowly clean your data and embark on that journey. Actually, all these that usually it's, the bottom of the iceberg that you don't see, can actually go away bit by bit. Again, it's not going to be a medic one, as you say, like, up and it's gone. But if you have a solid roadmap and you have the right partners, you know, to, help you actually embark on that journey, I'm reaffirmed believer that's, that's the right way to go because I have just suffered, you know, in the trenches for ten plus years of all these manual processes and the Excel sheets flying around or that it'll post, notes, you know, that was handed into you in the office pre COVID when we were still sitting there. So, yeah, that is it's really it's not about an option anymore. You know, it's a strategic foundation that you have to have in place. Absolutely. Well, so I think if I have to sum up what we've shared so far, I guess, data, it's important. Have your the right partners that help you assess what's going on in your reality and support you with a achievable, I guess, road map of what your business can become. And, yeah, it's, I guess, a solid, software architecture, solid apps integrations throughout your landscape, and then you can start approaching and adding that AI on top of it if we really want to, go with another metaphor, someone said something really funny in the office the other day is basically, if you try to apply just AI as is without fixing what's wrong in your business and in your processes, it's like trying to put, Ferrari engine in a Fiat Panda car. It will not perform as a Ferrari just because you are adding that engine in there. You need to look at all the pieces of that car just to make it more aerodynamic and whatnot. So I guess that's a nice, little metaphor there for everyone, with us today. But thank you so much for this brilliant discussion. I really enjoyed it. And I think before we wrap up, I would like to do something quite fun. And this is gonna be a quick fire round of, questions for Danielle and Sophie, and that will, set us in the right mood. So, Danielle, let's start with you. Three questions, quick fire answers. Let's go. If you have to describe the current state of HCM and payroll technology with one emoji, which emoji would it be? I'm gonna go with the fire emoji because it's hot and it's sexy, and there's a lot of cool stuff going on. It's fire, baby. Okay. I went with, oh, the house is on fire here. It could be either or. Depends what's the cause of the situation. I like that. Yes. My point is the exciting fire. What's the most unusual HR hack or process that you've secretly admire even if it wasn't by the book? There's this old thing that you used to do with in person job interviews where you would give someone, a toy. And you'd give them a wrap toy, and it's like, has, like, instructions and a little plastic toy. And you just hand it to them and you tell them to put it together. And some people will open it, read the directions, and put it together. Other people will just start forcing the pieces together. I thought that was a great way to see how people approach different tasks if they started with the instructions, if they freaked out that you handed them a toy. It told you so much about the candidate. So although it may not be the most, you know, straightforward way to do an interview question to see how somebody works, it was kind of a cool trick that people would do to say, I wonder how this person would respond in this scenario. Yeah. Okay. I definitely I never read instructions. I I almost take as a personal challenge to myself just to see if I can figure out. I don't know if that's the right but I do the same thing. Excellent. And last but not least, a little bit of an advice for an HR leader feeling a little bit overwhelmed by all these AI and digital transformation talk. What's one single actionable thing that they can do tomorrow to see some improvement in their anxiety on how they feel about all of this? That's an easy one. There is not some huge barrier to entry to learn AI. You simply just have to start. It's saying, you know what? I'm gonna take fifteen minutes and see what this stuff is all about and carve that fifteen minutes out every day. Just pick any one of the AI engines. Just go to open a I dot com, for example, and start playing with it. And if you do it fifteen minutes a day, you're gonna realize you get better at it every day, and it's gonna make your life a little bit easier. That's awesome. Thank you, Danielle. Riza, your turn. Oh, you're gonna love this one. So if you had to pay one European country's payroll that is the most challenging but rewarding to master, which one would it be? I have my bed, France. France, obviously. But I'm a bias. Okay? Because I'm based in France. I've been working, you know, since my baby. But come on. That's the most complex one. So once you master it or you think you do because then government will change something over then, then you feel like you're a rocket scientist. You know? So Absolutely. Yeah. No. I thought Italian also is not easy, but French payroll has a reputation for sure. Yes. What is the most common misconception people outside of payroll have about what you do? Yes. I love that one. Everybody thinks it's a push the button and spiel inside. It's a magic wand. And so I would love that. Like, I challenge everybody when we get there, just give me a coke pleat. Usually, the shower comb in investigations throughout the month, you know, and late night, pulling my hair out, TLV. And the month, we pay people out on time, obviously, and it seems like seamless pressure. Right? Yeah. Well, if you if it seems seamless, then you're doing it right. Like you said before, it just went something that was wrong that you'll hear from people. Yes. Last one. For a payroll professional navigating all this global compliance, stress and, yeah, the maze that global compliance, in payroll is, what's your golden rule to stay sane and successful? If I knew, I wouldn't be here. But I mean, do I look sane after all these years? But there are some tricks that you can do. You know, I think it's extremely important to have very solid documentation and keep it updated. I think it's basic one that we get it wrong, apart from the data. Have the right sources as well. Right? And then, again, if you have, hybrid or outsource model, you need to partner with the right organizations as well. But documentation and right sources, I think that's the baseline to keep up. And now, a, I will change the game because, I think one of the biggest one is gonna be, you know, the compliance agents that are monitoring and flagging you. But I just wanna call that's still you're gonna need the humans, you know, to apply to the organization or validate if it's a right or wrong as it applied to, this case or not. But yeah. I think it's gonna change the game, and I'm looking forward to that because that's, that's a huge, huge challenge. Absolutely. Awesome. Well, thank you so much, Danielle. This is fun. I hope everyone online has, joined the conversation, has joined the quick fire questions. Thank you for sharing your expertise. I think it's a time where it's really important that we share the knowledge, and we really look at our SAP communities and SAP colleagues and just have an open conversation about what are we or our challenges, what tricks are we finding out there that are really helping us get through really tough times, and just open that communication. And on that note, I would suggest everyone to go to our website, f e s labs dot com, and look at our Inspire events coming. Inspire events are a great, forum for people to come together and share knowledge and information. Our experts are there, talking about the latest trends, in the in SAP. And, yeah, there are other colleagues, people end users that are utilizing SAP and our tools, and there's a really nice atmosphere of collaboration during this day. So there are a few coming, in October, I mean, September, and in November. So keep your eyes out for them and for our advice on your inboxes. I hope you've enjoyed today. And if I can please request to leave us some feedback in the survey that is gonna pop in your browser after this, webinar, it would be great so we can make sure to create content that you need and that you like and that you enjoy. So thank you, Danielle and Sophie, again, for your time today. Thank you, everyone, and I hope you have a great rest of your day.