Whether you are heading to a new opportunity, accepting a separation package, or retiring, the next 90 days are the most financially consequential of your career. Henry Supinski, a former SAP VP, knows exactly what is at stake and how to protect it.
Most SAP employees at the manager level and above have significant wealth tied up in deferred equity, a 401(k), unvested RSUs, and accumulated ESPP shares. When you leave, every one of those assets requires a decision within a defined window. Make the right moves and you protect what you have built. Make the wrong ones and you could forfeit equity, trigger unnecessary taxes, or lose coverage at exactly the wrong time.
Henry spent six years at SAP, rising to VP of Customer Success. He has been through the compensation structure, the equity grants, and the organizational dynamics that shape how departures unfold. He built Blackshire specifically to help people in this moment.
A general financial advisor who does not know SAP's compensation structure will miss things. They will not know that SAP's default RSU withholding often runs short for senior employees. They will not know the nuances of the Own SAP plan or how to think about a concentrated position built up over multiple grant cycles. And they will not know the cultural and career dynamics that shape how SAP departures happen.
Henry knows all of it. He lived it. And he is fee-only and fiduciary, which means his only incentive is to give you the right advice, not to sell you a product or earn a commission on a rollover.
SAP's North American headquarters is in Newtown Square, PA. Our office is in West Chester, about 15 minutes away. Many of our clients live in the surrounding communities: Malvern, Wayne, Bryn Mawr, Kennett Square, and Wilmington. We meet in person and virtually, whatever works for you.
If you are leaving SAP or considering a departure and want to make sure you have a clear plan before you sign anything, reach out. A single conversation before you leave can be worth a significant amount of money.
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Unvested RSUs are generally forfeited on your last day of employment. This makes departure timing critical. If you have a significant grant vesting within the next few weeks, a short delay in your end date can be worth a meaningful amount of money. Before you give notice, map out your upcoming vest schedule carefully.
You have four options: keep it in the SAP plan, roll it to a new employer's plan, roll it to an IRA, or cash it out. Cashing out triggers income tax plus a 10% penalty if you are under 59.5. Rolling to an IRA typically gives you the most investment flexibility and control. The right choice depends on your age, the quality of each plan's investment options, and your overall financial picture.
COBRA allows you to continue SAP's group health coverage for up to 18 months after your departure, but you pay the full premium, which is often significantly more than what was deducted from your paycheck. If you are moving to a new employer quickly, this is rarely an issue. If there is a gap, compare COBRA cost against marketplace plans based on your expected income for the year.
In many cases, yes. If you are within a few weeks of a vest date, even a modest negotiation on your end date can preserve a meaningful amount of compensation. This is especially true for senior employees with larger grant sizes. It is a conversation worth having before you sign anything.
The most common are leaving unvested RSUs on the table by not timing the departure carefully, failing to plan for the tax hit on a severance lump sum, cashing out a 401(k) instead of rolling it over, and underestimating the cost of healthcare during a gap. A planning conversation before you sign can prevent all of these.
We are fee-only and fiduciary. We are paid only by our clients, never by commissions. We have no financial incentive tied to what you do with your SAP equity, your 401(k), or any other account. Our only job is to give you the best advice we can.