List of Oracle PeopleSoft Enterprise Succession Planning Customers
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Since 2010, our global team of researchers has been studying Oracle PeopleSoft Enterprise 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 Oracle PeopleSoft Enterprise 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 Oracle PeopleSoft Enterprise Succession Planning for Succession and Leadership Planning include: Government of Ohio, a United States based Government organisation with 51678 employees and revenues of $43.83 billion, Gilead Sciences, a United States based Life Sciences organisation with 17600 employees and revenues of $28.75 billion, Occidental Petroleum Corporation, a United States based Oil, Gas and Chemicals organisation with 10412 employees and revenues of $21.59 billion, Big Lots Stores, a United States based Retail organisation with 10000 employees and revenues of $4.72 billion, RHB Bank, a Malaysia based Banking and Financial Services organisation with 13000 employees and revenues of $2.10 billion and many others.
Contact us if you need a completed and verified list of companies using Oracle PeopleSoft Enterprise 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 HCM software purchases.
The Oracle PeopleSoft Enterprise 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 HCM 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 |
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Big Lots Stores | Retail | 10000 | $4.7B | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2015 | n/a |
In 2015, Big Lots Stores implemented Oracle PeopleSoft Enterprise Succession Planning as its enterprise Succession and Leadership Planning application to formalize talent pipelines and leadership readiness. The deployment positioned Oracle PeopleSoft Enterprise Succession Planning as the central system for talent and succession workflows within the company’s HR organization, aligning succession planning with workforce profiles and competency frameworks.
The implementation focused on core Succession and Leadership Planning capabilities including talent profiles, succession plan modeling, candidate pools and talent readiness assessments, career development planning and calibration workflows. Configuration work emphasized role based access controls, competency mapping and workflow automation for nominations, approvals and succession reviews, consistent with standard succession planning functional patterns.
Operational work centered on integrating the application with the company’s HR employee records and organizational hierarchy sources to ensure data consistency, while targeting HR leaders and people managers as primary users. A project business analyst participated in requirements gathering, configuration validation, testing coordination and stakeholder alignment, and governance activities formalized periodic succession review cycles and nomination approval processes.
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Blue Cross Blue Shields of Alabama | Non Profit | 3300 | $800M | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2002 | n/a |
In 2002 Blue Cross Blue Shields of Alabama implemented Oracle PeopleSoft Enterprise Succession Planning to establish a Succession and Leadership Planning capability within its HR landscape. The deployment of Oracle PeopleSoft Enterprise Succession Planning was positioned to support talent review, succession pools, and leadership continuity workflows alongside Core HR functions across the organization.
The implementation encompassed a broad PeopleSoft HRMS footprint, with explicit modules including Core HR, NA Payroll, Time and Labor, Benefits administration, Employee Self Service and Manager Self Service, Talent Acquisition Management, ePerformance, and Succession Planning. A later technical program conducted Jul 2012 to Feb 2013 performed PeopleTools upgrades from 8.51 to 8.52.12 and application upgrades from HRMS 8.9 to HRMS 9.1, executed through multiple upgrade passes with dry runs and a final production cutover.
The technical architecture for the upgraded environments was built on Windows 2008 and Microsoft SQL Server 2008, with new servers provisioned and an environment architecture document produced to capture topology and configuration. An external careers site was provisioned behind proxy servers, and integration testing was explicitly supported, alongside system, performance, and user acceptance testing to validate interfaces and end to end talent workflows.
Governance and rollout were managed through formal technical project plans, cutover plans, and technical design documents for customizations and retrofits, including a new security design for the implemented system. Post production support processes were established to stabilize the environment and support ongoing HR, payroll, benefits, and talent management operations.
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BMI Healthcare | Healthcare | 7704 | $1.2B | United Kingdom | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2015 | n/a |
In 2015, BMI Healthcare implemented Oracle PeopleSoft Enterprise Succession Planning to establish a Succession and Leadership Planning capability supporting HR and talent management workflows. The deployment targeted core succession processes and aimed to centralize role profiles, candidate pools, and plan workflows typical of the Succession and Leadership Planning category.
Configuration work emphasized talent profiles, succession plan templates, competency mapping and readiness assessment workflows, and workflow-driven approvals for appointments and role changes. Oracle PeopleSoft Enterprise Succession Planning was configured to support talent review orchestration and manager-driven succession actions aligned with standard category functionality.
The program included design, development and maintenance of training materials and associated user support material for the Kronos @work staff logging system delivery, linking user time and attendance procedures to operational sign off practices. Support scope explicitly covered Admin Staff, Nursing, Technologists, Managers and Heads of Department, and practical end of month support was delivered via Skype conference calls to aid Heads of Department in timesheet sign off demonstrations.
Rollout governance relied on staged go-live support with 1 to 1 and group system training for operational and managerial cohorts, and ongoing maintenance of user documentation. Supporting all users at each go-live stage and providing monthly Skype conference calls for practical demonstrations were core components of the change and operational support model.
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Doosan Babcock | Oil, Gas and Chemicals | 5000 | $490M | United Kingdom | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2017 | n/a |
In 2017 Doosan Babcock implemented Oracle PeopleSoft Enterprise Succession Planning to establish a formal Succession and Leadership Planning capability within HR. The Oracle PeopleSoft Enterprise Succession Planning deployment was positioned to support strategic planning, oversight and governance of Doosan Babcock's global SAP and SuccessFactors ERP and Kronos estates, aligning succession workflows with enterprise HR data management.
The implementation emphasized core succession and leadership planning modules typical for the category, including talent profiles, succession charts, candidate pools, talent review workflows and individual development planning, with configuration focused on HR analytics readiness and scenario modeling. Oracle PeopleSoft Enterprise Succession Planning was configured to surface talent pools and development plans for business unit and senior leadership roles, enabling structured talent review cycles and governance checkpoints.
Operational coverage targeted HR and strategic planning functions across Doosan Babcock's global organization, with governance processes established to ensure consistent data utilisation and data management from SAP, SuccessFactors and Kronos for succession decisioning. The program formalized data flows into HR analytics to support workforce planning and to position HR as an integral input to wider strategic business planning.
Rollout governance combined oversight of application configuration, data quality controls and structured talent review cadence, with an explicit emphasis on benefit realisation through effective data utilisation and an HR and HR analytics strategy. The narrative documents how Oracle PeopleSoft Enterprise Succession Planning was embedded into governance and planning processes to strengthen strategic oversight of talent and leadership pipelines.
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Educational Testing Service | Education | 3000 | $1.1B | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2016 | n/a |
In 2016, Educational Testing Service implemented Oracle PeopleSoft Enterprise Succession Planning to formalize Succession and Leadership Planning within its HR and talent management function. The Oracle PeopleSoft Enterprise Succession Planning deployment was executed inside the PeopleSoft HCM 9.1 environment that ETS had previously upgraded, aligning succession workflows with core HR infrastructure.
The implementation focused on category-aligned capabilities including talent profiles and competency records, talent pools and succession charts, manager and HR review workflows, development planning and assessment workflows, and role-based dashboards for talent calibration. Oracle PeopleSoft Enterprise Succession Planning was configured to support structured talent review cycles and to capture development actions and readiness assessments tied to individual profiles.
Integrations were a material element of the rollout, leveraging the retrofit work that updated approximately 30 integration points during ETS’s PeopleSoft HCM upgrade. The succession planning instance exchanged master employee and position data with Core Human Resources, North American Payroll, Time and Labor, Benefits Administration, and Employee and Manager Self Service modules to maintain parity of job, position, and employee attributes used in succession models.
Governance was delivered through program level management, with defined project, budget, staff, and client management oversight that mirrored ETS’s prior PeopleSoft upgrade practices. Operational ownership rested with HR and talent management stakeholders, and the implementation emphasized controlled workflow governance for succession review and role succession planning processes.
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Life Sciences | 17600 | $28.8B | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2011 | n/a |
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Government | 51678 | $43.8B | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2015 | n/a |
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Oil, Gas and Chemicals | 10412 | $21.6B | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2018 | n/a |
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Banking and Financial Services | 13000 | $2.1B | Malaysia | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2018 | n/a |
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Automotive | 4500 | $500M | United States | Oracle | Oracle PeopleSoft Enterprise Succession Planning | Succession and Leadership Planning | 2016 | n/a |
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Buyer Intent: Companies Evaluating Oracle PeopleSoft Enterprise Succession Planning
ARTW Buyer Intent uncovers actionable customer signals, identifying software buyers actively evaluating Oracle PeopleSoft Enterprise Succession Planning. Gain ongoing access to real-time prospects and uncover hidden opportunities. Companies Actively Evaluating Oracle PeopleSoft Enterprise Succession Planning for Succession and Leadership Planning include:
- Public Service Company of New Mexico, a United States based Utilities organization with 3150 Employees
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
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Public Service Company of New Mexico | Utilities | 3150 | $1.1B | United States | 2025-10-29 |
FAQ - APPS RUN THE WORLD Oracle PeopleSoft Enterprise Succession Planning Coverage
Oracle PeopleSoft Enterprise Succession Planning is a Succession and Leadership Planning solution from Oracle.
Companies worldwide use Oracle PeopleSoft Enterprise Succession Planning, from small firms to large enterprises across 21+ industries.
Organizations such as Government of Ohio, Gilead Sciences, Occidental Petroleum Corporation, Big Lots Stores and RHB Bank are recorded users of
Oracle PeopleSoft Enterprise Succession Planning for Succession and Leadership Planning.
Companies using Oracle PeopleSoft Enterprise Succession Planning are most concentrated in Government, Life Sciences and Oil, Gas and Chemicals, with adoption spanning over 21 industries.
Companies using Oracle PeopleSoft Enterprise Succession Planning are most concentrated in United States and Malaysia, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of Oracle PeopleSoft Enterprise Succession Planning across Americas, EMEA, and APAC.
Companies using Oracle PeopleSoft Enterprise Succession Planning range from small businesses with 0-100 employees - 0%, to mid-sized firms with 101-1,000 employees - 0%, large organizations with 1,001-10,000 employees - 60%, and global enterprises with 10,000+ employees - 40%.
Customers of Oracle PeopleSoft Enterprise Succession Planning include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified Oracle PeopleSoft Enterprise Succession Planning customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Succession and Leadership Planning.