List of ELMO Succession Planning Customers
Sydney, 2000, NSW,
Australia
Since 2010, our global team of researchers has been studying ELMO Succession Planning customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased ELMO Succession Planning for Succession and Leadership Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using ELMO Succession Planning for Succession and Leadership Planning include: Power and Water Corporation, a Australia based Utilities organisation with 882 employees and revenues of $557.0 million, Brosnan New Zealand, a New Zealand based Construction and Real Estate organisation with 345 employees and revenues of $65.0 million, Jesuit Social Services Australia, a Australia based Non Profit organisation with 420 employees and revenues of $39.0 million, Wellington Phoenix FC, a New Zealand based Leisure and Hospitality organisation with 120 employees and revenues of $15.0 million and many others.
Contact us if you need a completed and verified list of companies using ELMO Succession Planning, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The ELMO Succession Planning customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight | Insight Source |
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Brosnan New Zealand | Construction and Real Estate | 345 | $65M | New Zealand | ELMO Software | ELMO Succession Planning | Succession and Leadership Planning | 2024 | n/a | In 2024, Brosnan New Zealand implemented ELMO Succession Planning as part of its broader ELMO suite deployment. The rollout extends prior ELMO HR Core, Onboarding, Performance and Learning implementations across Brosnan operations in New Zealand, targeting HR and talent management workflows. ELMO Succession Planning is deployed within the Succession and Leadership Planning category and is configured to align succession workflows with performance and learning processes. The implementation links ELMO Performance and ELMO Learning capabilities to succession activities, enabling talent reviews, development planning and candidate pool visibility consistent with standard succession planning workflows. ELMO Performance integrates with ELMO Succession Management, indicating planned or active data flows between performance calibration and succession readiness processes. Operational coverage centers on HR, talent and onboarding functions in New Zealand, with governance focusing on centralizing succession data, standardizing review cadences and embedding succession considerations into performance review cycles. Reported operational outcomes from the broader ELMO suite include greater than 90% onboarding completion and faster reporting, and succession usage is noted as likely in use or planned based on the integrated ELMO Performance to ELMO Succession Management linkage. | |
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Jesuit Social Services Australia | Non Profit | 420 | $39M | Australia | ELMO Software | ELMO Succession Planning | Succession and Leadership Planning | 2023 | n/a | In 2023, Jesuit Social Services Australia implemented ELMO Succession Planning as part of a broader ELMO HR deployment. Jesuit Social Services deployed ELMO Succession Planning in the Succession and Leadership Planning category to formalize talent pipeline and internal mobility workflows. The deployment extended ELMO across recruitment, performance management and payroll process workflows, with Succession Management explicitly cited for talent pipeline and internal mobility and for improving candidate management. Functional capabilities implemented included succession planning workflows, candidate tracking, talent pool segmentation and career path configuration consistent with the Succession and Leadership Planning category, and automation of routine HR tasks which the case study links to roughly one full-time equivalent of operational savings. Operational scope covered Jesuit Social Services HR operations and partner programs in Australia, enabling scalable talent-management outcomes for partner programs and candidates. Governance centered on centralized HR oversight and configuration of ELMO Succession Planning to align internal mobility, recruitment and performance processes, improving candidate management and supporting structured talent pipelines. | |
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Power and Water Corporation | Utilities | 882 | $557M | Australia | ELMO Software | ELMO Succession Planning | Succession and Leadership Planning | 2021 | n/a | In 2021 Power and Water Corporation implemented ELMO Succession Planning to address Succession and Leadership Planning across its People and Culture agenda. The decision followed a targeted review of succession planning and onboarding practices led by the Senior Manager Strategy and Talent Management, and the implementation drew on modules from the corporation's existing ELMO HRIS. Configuration focused on standard succession and leadership planning capabilities within ELMO Succession Planning, including talent pool management, role profiles and succession charts, individual development plans, and onboarding workflows. The implementation emphasized configuration of talent nomination and development workflows, security roles for HR and people leaders, and reporting structures to support centralized talent visibility and competency tracking. Operational ownership and rollout were led by the People and Culture team reporting to the EGM People Culture and Safety, with a small internal team accountable for delivery and integration into broader people advisory and service delivery processes. The deployment touched talent management, onboarding, and people analytics functions, and was coordinated alongside other HRIS and compliance platform work already managed by the team. Governance applied a formal Change Management Framework using ADKAR and a matrix management resourcing approach to support adoption of ELMO Succession Planning. Change activities included stakeholder coaching, internal communications oversight, and union engagement, and the program-level change management effort reported outcomes including savings exceeding $500k from predicted change management spend, a 9% increase in supervisor to employee communication in 2023, and an 8% increase in employee understanding of organisational change in 2022. | |
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Leisure and Hospitality | 120 | $15M | New Zealand | ELMO Software | ELMO Succession Planning | Succession and Leadership Planning | 2025 | n/a |
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