An ERP implementation brings together technology, business processes and people. Getting the system right is essential, but having the right expertise available at the right time is just as important.
For businesses implementing or upgrading platforms such as IFS, NetSuite or Epicor, recruitment planning can be more complicated than simply identifying the job titles needed to deliver the project.
Some roles require highly specific platform knowledge. Others demand a combination of technical expertise, industry experience and stakeholder management skills. And in some cases, the challenge isn't recognising that a role is needed - it's understanding when that expertise will be required.
So, which ERP roles can be particularly challenging to recruit for, and what should businesses consider when planning their project teams?
1. ERP Solution Architects
Solution Architects play a crucial role in translating business requirements into a workable ERP solution.
They need to understand the capabilities of the platform, how different modules interact and how the system will integrate with the wider technology environment. They must also consider the organisation's existing processes, future requirements and any limitations that could affect the design.
Finding someone with platform knowledge is one thing. Finding a professional who can apply that knowledge within a complex business environment is another.
For example, an organisation implementing IFS across multiple manufacturing sites may need someone who understands the platform alongside its operational processes. A growing business implementing NetSuite may require experience with multi-entity structures, financial processes and integrations.
The more complex the project, the more important it becomes to define the architectural experience required before beginning the search.
2. Specialist Functional Consultants
Functional Consultants help turn business requirements into system configuration and practical solutions.
However, ERP functional expertise isn't always transferable from one platform, module or industry to another.
A consultant with extensive finance experience may not be the right fit for a manufacturing-focused project. Similarly, someone who has delivered a straightforward implementation may not have the experience needed for a complex, multi-site rollout.
This is particularly relevant across platforms such as IFS, NetSuite and Epicor, where businesses may require expertise in specific modules, processes or operational environments.
The challenge is identifying the right combination of experience.
Before recruiting, businesses should consider which modules the consultant will support, the complexity of the environment and whether previous experience needs to include a particular type of implementation.
Being precise about these requirements can help avoid overlooking suitable candidates or making the search unnecessarily restrictive.
3. Integration and Data Migration Specialists
Data migration and integration can introduce significant complexity into an ERP project.
Organisations may need to transfer information from legacy systems, reconcile inconsistent data and connect the new ERP platform with other business-critical applications.
This requires more than general technical knowledge.
Depending on the project, businesses may need specialists who understand particular integration technologies, data structures, APIs or migration tools, alongside the ERP platform itself.
The difficulty often lies in finding someone with experience of the specific environment being implemented.
These requirements are also easy to underestimate during early planning. Data migration and integrations may appear to be defined workstreams, but their complexity can become clearer as the project progresses.
Identifying the required expertise early gives businesses more time to assess their options and plan resource requirements realistically.
4. ERP Project Managers with Relevant Delivery Experience
Project Managers are responsible for keeping implementation activity aligned with the programme's objectives, timelines and resources.
Yet experience managing technology projects doesn't automatically translate into experience delivering ERP transformations.
ERP Project Managers need to understand the dependencies between business teams, technical specialists, system configuration, testing and deployment. They also need to manage expectations across stakeholders who may have different priorities.
For some businesses, previous experience with a particular ERP platform is essential. For others, experience delivering similar projects within manufacturing, distribution or another operationally complex environment may be equally important.
The key is to understand what the project genuinely requires before deciding which experience is non-negotiable.
5. Technical Specialists Who Understand the Business
Technical Consultants and Developers can be difficult to recruit when a project requires highly specific platform knowledge.
Whether the requirement involves customisation, reporting, integrations or development, businesses need to establish the technical capabilities that are genuinely necessary.
But technical ability isn't always enough.
A specialist who understands why a business needs a particular solution, how it affects users and where it fits into the wider system can bring additional value to the project.
This is especially relevant when working with established ERP environments where technical changes must support existing processes without creating unnecessary complexity.
The most suitable candidate isn't necessarily the person with the longest list of technical skills. It's the person whose experience aligns with the work that needs to be delivered.
Why timing matters as much as the job specification
Even when businesses know which roles they need, recruitment can become difficult if the search begins too late.
Specialist ERP professionals may already be committed to other projects, particularly where a requirement calls for a combination of platform expertise, industry knowledge and previous delivery experience.
Waiting until a resource gap becomes urgent can limit the available options and put additional pressure on project teams.
However, recruiting everyone at the beginning isn't necessarily the answer either. Different specialists are needed at different stages, and bringing people in too early can create unnecessary cost.
A more effective approach is to map resource requirements against the project plan, identifying which skills are needed from the outset and which can be secured as delivery progresses.
This also provides an opportunity to assess where existing employees can take responsibility, where training may be appropriate and where external expertise is likely to be needed.
Getting the right people in place
There isn't one definitive list of ERP roles that are always hardest to recruit. The challenge depends on the platform, project scope, industry and experience required.
For some businesses, the priority will be securing an experienced Solution Architect. For others, it may be finding a Functional Consultant with the right module knowledge or a technical specialist who has worked within a similar environment.
What matters is understanding the difference between the skills that would be useful and those that are essential to successful delivery.
Clear role definitions, realistic recruitment timelines and early planning can all help businesses make more informed decisions about their project teams.
At IT Works Recruitment UK, we work with businesses across IFS, NetSuite, Epicor and HRIS, helping them identify specialist professionals whose experience aligns with their requirements.
If you're planning an ERP implementation, upgrade or transformation, understanding your resource requirements early can help you prepare for the challenges ahead.
