Balancing Scrum Practices in SAP HR Projects Under Compliance Constraints
I’ve been working on an SAP SuccessFactors project while studying for the C_HCMP_2311 certification exam, and one challenge I keep running into is maintaining Scrum’s rhythm in a compliance-heavy environment.
Some deliverables, especially those involving HR policies or regional labor laws, require external reviews that don’t align neatly with sprint timelines. This sometimes makes it difficult to keep a consistent Definition of Done or maintain predictable velocity.
Through my work and preparation materials from Pass4Future, I’ve been reflecting on how Scrum can adapt in such structured project landscapes. I’d like to hear from others who’ve faced similar challenges, how do you handle sprint planning when compliance reviews or sign-offs fall outside the sprint cycle?
Do you integrate those tasks into the backlog, or manage them as separate governance activities?
Thanks in advance
If an external review is necessary for work to be Done, the truth being exposed is that the external reviewers are in fact Developers. Whether they realize this or not is another matter...their labor or industry is nevertheless needed to have an increment of immediately usable quality.
If they don't share in this commitment, then there is a deficit for release and technical debt (which could be process debt) is being accumulated. The best thing to do is to establish transparency over the situation by accounting for undone (e.g. "unreviewed") work on the Product Backlog. The Product Backlog must tell the truth at all times about how much work remains for the Product, including any technical debt.