Succession HR

Succession HR The #1 Succession Planning Software for Top Employers.

In 2025, a record 4.18 million Americans reached age 65, while approximately 2.7 million Canadians are expected to exit ...
06/23/2026

In 2025, a record 4.18 million Americans reached age 65, while approximately 2.7 million Canadians are expected to exit the workforce by 2030.

At the same time:

→ only 22% of organizations report having formal succession plans
→ 61% of HR leaders say succession plans are still too focused on senior leadership roles alone

Yet many organizations are still managing succession planning through spreadsheets that quickly become outdated as roles, teams, and business priorities evolve.

That’s why we created our latest resource, where we break down what modern succession planning software should actually help organizations do — from leadership risk visibility and readiness tracking to accountability, executive reporting, and AI-driven insights.

If your organization is evaluating succession planning software (or questioning whether your current process can scale), this guide is for you.

View & save the guide here: https://hubs.ly/Q04jGT1X0

Last chance to register! ⏰Tomorrow at 1pm EST, we’re hosting a quick 30-minute session on what effective leadership invo...
06/16/2026

Last chance to register! ⏰

Tomorrow at 1pm EST, we’re hosting a quick 30-minute session on what effective leadership involvement in succession planning actually looks like in practice.

You’ll learn what modern succession planning requires, the role and accountability of a Key Role Owner, and best practices to identify and develop candidates.

If you’re in HR or responsible for key roles within your organization, we’d love to have you join us!

Save your spot here: https://hubs.ly/Q04jcDRX0

06/10/2026

Identifying future leaders + developing them over time = reduced leadership risk

Succession planning sounds straightforward in theory. 🙂‍↕️

But in practice, many organizations struggle to maintain momentum once the initial planning exercise is over.

People leave.
Business priorities shift.
Roles evolve.
Readiness changes.
And succession plans quickly become outdated.

That’s why many organizations still find themselves vulnerable when a critical role suddenly opens.

Swipe through to learn 10 common reasons succession planning fails in practice →

“If my organization already has workforce planning software… do we still need succession planning software?”It’s a quest...
06/09/2026

“If my organization already has workforce planning software… do we still need succession planning software?”

It’s a question we hear often — and the distinction is more important than many might realize.

At first glance, these platforms can seem similar. They both involve roles, reporting structures, workforce data, and planning for the future.

But they solve very different problems.

Workforce planning helps organizations structure the business. Succession planning helps organizations prepare for leadership change within that structure.

And as organizations grow, many discover that while they have visibility into organizational design, they still lack visibility into leadership readiness, bench strength, and succession risk.

In our latest blog, we break down the difference between workforce planning software and succession planning software — and why the two are often complementary, not competing, systems.

Read more: https://hubs.ly/Q04jGHKs0

As a Key Role Owner, you know you’re responsible for your role’s succession plan – but turning that into consistent acti...
06/03/2026

As a Key Role Owner, you know you’re responsible for your role’s succession plan – but turning that into consistent action isn’t always easy.

💭 What does “good” actually look like?
💭 How do you know if successors are progressing?
💭 What should you be doing on an ongoing basis?

Our upcoming webinar is designed to give you clear, practical answers – and insight what to do next.

Join us on June 17 @ 1pm EST, where you’ll learn:

→ What’s expected of you as a KRO
→ How to identify and develop successor candidates
→ How to ensure readiness actually improves over time

For HR leaders: learn how to strengthen leadership accountability - and be sure to invite your KROs too!

For execs, managers, & KROs responsible for critical roles: this will help you move from a static plan to an active, accountable process.

👉 Save your spot today: https://hubs.ly/Q04jb3rq0

2026 is reshaping how organizations attract, develop, and retain talent.As companies automate workflows and compete hard...
06/02/2026

2026 is reshaping how organizations attract, develop, and retain talent.

As companies automate workflows and compete harder for skilled employees, talent strategy is becoming far more connected to leadership continuity, retention, development, and workforce visibility.

The organizations that succeed won’t just focus on efficiency. They’ll focus on building stronger, more adaptable leadership pipelines for the future.

At SuccessionHR, we’re seeing 5 major talent shifts continue to accelerate across the workforce landscape.

Swipe through to explore the trends shaping talent strategy in 2026 ➡️

Check out our full article for more details & key data: https://hubs.ly/Q04j5Wy70

At some point, every organization faces the same critical question:“If this role opened up tomorrow… who’s actually read...
05/29/2026

At some point, every organization faces the same critical question:

“If this role opened up tomorrow… who’s actually ready?”

Too often, the answer is unclear. 😵‍💫

Not because the talent isn’t there, but because development hasn’t been structured, tracked, or owned…

…and it’s still living in an outdated spreadsheet no one wants to open.

That’s exactly what we built SuccessionHR to help solve.

SuccessionHR helps you turn plans into action with:

→ Clear ownership at the role level
→ Structured development that drives readiness
→ Real-time visibility into your pipeline

Curious what this could look like in your organization? Book a demo today!

https://hubs.ly/Q04hc6H40

05/26/2026

Succession planning is often seen as a “nice to have.” But the data tells a different story.

Organizations with a structured succession plan are 2.5x more likely to outperform their peers, yet only 35% actually have one in place.

And when you look closer, the impact of a well-executed succession plan goes far beyond leadership continuity. They also:

→ Reduce leadership risk when transitions happen
→ Retain and engage top talent
→ Strengthen resilience during change
→ Build confidence with stakeholders
→ Drive long-term business success

And yet, most organizations are still operating without a structured approach.

Not because succession planning isn’t important, but because it’s often hard to move from intention to ex*****on.

If you’re looking to close that gap, we’ve put together a practical guide to help you get started: https://hubs.ly/Q04fSvlp0

05/22/2026

The hardest part of succession planning usually isn’t identifying talent.

It’s maintaining visibility over time.

Our recent poll reinforced this 👇

→ 40% said they have visibility into succession readiness, but with gaps
→ 40% said visibility is limited
→ 20% said there’s no centralized view
→ 0% said visibility is very clear across roles

That last number says a lot.

Succession planning gets exponentially harder once organizations grow beyond a handful of leaders and business units. Readiness changes, roles evolve, people leave, and priorities shift constantly, which means even the “master spreadsheet” can become outdated almost immediately.

What starts as a simple succession plan can quickly become dozens of disconnected documents. And suddenly, leadership risk isn’t hard to identify — it’s already happening.

The reality is that many organizations are still trying to operationalize succession planning with disconnected processes and limited visibility across key roles.

That’s exactly what we help solve.

Most succession plans fail because nobody truly owns them.When accountability is unclear, readiness conversations stall,...
05/21/2026

Most succession plans fail because nobody truly owns them.

When accountability is unclear, readiness conversations stall, development loses momentum, and succession planning becomes a static exercise instead of an active leadership strategy.

That’s why the role of the Key Role Owner is so important.

Join us on June 17 at 1pm EST for a 30-minute webinar exploring the KRO model and what effective leadership involvement in succession planning actually looks like.

This session is designed for:

→ HR leaders looking to strengthen leadership accountability
→ Executives, managers, and Key Role Owners responsible for critical roles
→ Organizations looking to operationalize succession planning

Save your spot: https://hubs.ly/Q04hv4jN0

We look forward to seeing you there!

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