SAP APO Consultant (DP/SNP/GATP)
Owens & Minor3.1
Job description

Job Summary

The IT Business Systems Analysts - SAP APO Global Available to Promise (gATP) is directly responsible and accountable for end-to-end gATP advisory. System and process strategy to contribute to problem solving, creating value, and maximize growth and improve business process performance. Techno-Functional advisory for gATP and OTC related processes using SAP ERP (ECC 6.0) and SAP SCM (7.0). Expertise in product allocation support and backorder processing (BOP) with gATP required, not limited to APO Backorder Processing (BOP), Forecast Check (FCS), Capable-to-Promise (CTP), Multilevel ATP Check (MATP), gATP Time and Schedule Functions, Product Allocation (PAL), Product Availability Check (PAC), Rules-Based ATP Check (RBA). Familiarity with Sales & Distribution integration points in ECC to support the OTC processes for O&M Halyard. Two critical requirements of this position are the knowledge of how SAP technology can be leveraged to operating and improve the company’s operations and the architecture, configuration, or technical capabilities of SAP in the SD/OTC/gATP process areas.

Core Responsibilities

  • Provide daily techno-functional advisory within the main gATP functions and Order-to-Cash integration points, not limited to Sales Order processing.
  • Participate and contribute in design, configuration, testing and deployment of ERP capabilities reviews with third-party SAP vendors and internal O&M Halyard partners
  • Configure and maintain settings in SAP or approve these actions when performed by vendor partners
  • Coordinate design and implementation of technical solutions that meet business user requirements in for gATP related functions supporting the end-to-end OTC business processes.
  • Interface with other IT disciplines to successfully complete implementations
  • Document applicable business processes in relation to gATP / Order to Cash (OTC) and develop detailed functional specifications for solution in SAP modules including and perform functional unit testing, assist with UAT, and production deployment activities
  • Assist in review & execution of test scripts and participate in integration testing with appropriate end-users and technical groups including third-party SAP vendor configuration partners
  • Promote comprehensive knowledge transfer of SAP skills to team members and/or business users

Qualifying Experience

  • Bachelor’s or Master’s degree in a Computer Science or Information systems related discipline, an MBA is plus
  • 10+ years of SAP experience
  • 8+ years of SAP configuration experience and 5+ years of Production Support in Sales and Distribution (SD), Production Planning (PP), Plant Maintenance (PM), Quality Management (QM), Materials Management (MM), Finance and Controlling (FICO).
  • 5+ years of EDI and 3PL integration experience
  • Strong comprehension of SAP Sales and Distribution (SD), and integrations with Production Planning (PP), Plant Maintenance (PM), Quality Management (QM), Materials Management (MM), Finance and Controlling (FICO) required.
  • Experience leading the implementation of an SAP Order to Cash solution, ideally with specific experience in Order Management, Pricing, GATP and or Rebates/Vistex Management
  • Strong knowledge of the core business processes involved in Order Management, Billing, and Sales.
  • Demonstrated track record in implementing a variety of enterprise systems in large organizations
  • Good verbal and written communication skills in English with the ability to communicate across all levels of management including formal and informal presentations and workshops
  • Excellent troubleshooting and problem resolution skills required
  • Experience working with third-party external business partners and their technical teams in the support & implementation of SAP systems
  • Experience working in a global or similarly structured organization
  • SAP certification is a plus

Job Type: Full-time

Pay: From $135,000.00 per year


  • 401(k)
  • 401(k) matching
  • Dental insurance
  • Disability insurance
  • Employee discount
  • Flexible schedule
  • Flexible spending account
  • Health insurance
  • Health savings account
  • Life insurance
  • Paid time off
  • Referral program
  • Retirement plan
  • Tuition reimbursement
  • Vision insurance


  • Monday to Friday

Application Question(s):

  • Will you now or in the future require the company to commence (“sponsor”) an immigration case in order to employ you (for example, H-1B or other employment-based immigration case? This is sometimes called “sponsorship” for an employment-based visa.


  • SAP APO: 5 years (Required)
  • gaTP: 3 years (Required)

Work Location:

  • Fully Remote
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Company details


9120 Lockwood Blvd. Mechanicsville VA, United States 23116




more than $10B (USD)


Health Care

Company Description
Owens & Minor, Inc. (NYSE: OMI) is a global healthcare solutions company that incorporates product manufacturing, distribution support, and innovative technology services to deliver significant and sustained value across the breadth of the industry – from acute care to patients in their home. Aligned to its Mission of Empowering Our Customers to Advance Healthcare, more than 15,000 global teammates serve over 4,000 healthcare industry customers. A vertically-integrated, predominantly Americas-based footprint enables Owens & Minor to reliably supply its self-manufactured surgical and PPE products. This seamless value chain integrates with a portfolio of products representing 1,200 branded suppliers. Operating continuously since 1882 from its headquarters in Richmond, Virginia, Owens & Minor has grown into a FORTUNE 500 company with operations located across North America, Asia, Europe, and Latin America.
Company ratings
  • Overall
  • Company & Benefits
    3.3 / 5
  • Culture & Values
    2.9 / 5
  • Career Opportunities
    2.7 / 5
  • Work/Life Balance
    2.9 / 5
  • Senior Management
    2.7 / 5
Company reviews
"Would work there again"
Former EmployeeDistribution Teammate
Let’s be real, every job is going to have management who should “do better, train more” We all want to work 40 to 45 hours (max) a week, make $25+ an hour, never be called in on the weekends, work with only friendly, knowledgeable, positive attitude coworkers (who NEVER call off), be given our vacation time whenever we request it…. This is steady, reliable work, and sometimes you have to work hard, sometimes you have to stay later because someone didn’t show up, or the work load that day was heavier than normal. In my experience, it’s mostly the attitude and work ethic of the employees. Management can only be blamed for so much.

"Meaningful work and a good work environment"
Current EmployeeOperations Manager
Work is fast paced and doesn't feel redundant like other distribution jobs. I have a lot of peers all challenging the expectations of their role, and get the opportunity to work on projects that interest me. Good mix of policy guidance and autonomy to make decisions for our team.

"Bad management"
Former EmployeeMachine Operator
Bad work place, inexperienced management. they don't appreciate you. Very long hours due to incompetent management, low pay with horrible raises, slow to make changes. This job is a rotating door, people are always quitting after only just weeks.

"Supply Chain Leaders use Hammer not skills"
Former EmployeeManager
New leadership is not skilled to operate a warehouse nor lead the leaders and hourly team. In fact, OMI recently hired another Director to help lead their leaders when all was needed is support. One supervisor worked weekends for months, he was offered no help! The improvement leader told him to back off to help him. You will never see a senior leader work or help on the floor. New Manager treats managers like hourly employees. For example. "may I leave the building for a dental apt." They keep hiring and firing people hoping something will change. Leaders want everyone working overtime, weekends, yet they show up a few hours and take the weekends off. Leaders dispatch work and have everyone in 20 directions Leaders found the tool of intimidation and threats of their team losing jobs to motivate. Since OMI has taken over and new leadership popped up, the DC has become the worst place to work in the community (ran much better with a 3PL). Senior Directors are consistently being coaching and training (they are like interns) and eager to use position power. OMI and Halyard say they are experts in distribution yet they are clearly not (all their experienced /skilled peeps left). HR only holds easy-going people to accountable not the challenging ones.