List of SAP SuccessFactors Career Development Planning (CDP) Customers
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Since 2010, our global team of researchers has been studying SAP SuccessFactors Career Development Planning (CDP) 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 SAP SuccessFactors Career Development Planning (CDP) 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 SAP SuccessFactors Career Development Planning (CDP) for Succession and Leadership Planning include: Reliance Industries, a India based Oil, Gas and Chemicals organisation with 347362 employees and revenues of $112.58 billion, Nutrien, a Canada based Consumer Packaged Goods organisation with 25500 employees and revenues of $25.97 billion, National Grid, a United Kingdom based Utilities organisation with 31653 employees and revenues of $24.16 billion, Kiewit, a United States based Construction and Real Estate organisation with 31100 employees and revenues of $17.10 billion, Transport for London, a United Kingdom based Transportation organisation with 28501 employees and revenues of $12.10 billion and many others.
Contact us if you need a completed and verified list of companies using SAP SuccessFactors Career Development Planning (CDP), 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 SAP SuccessFactors Career Development Planning (CDP) 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 |
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DLA Piper | Professional Services | 2000 | $900M | United Kingdom | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2021 | n/a |
In 2021, DLA Piper implemented SAP SuccessFactors Career Development Planning (CDP) as part of a global SAP SuccessFactors HR suite rollout across 30 countries within an HR and Finance Transformation Programme. The SAP SuccessFactors Career Development Planning (CDP) deployment was aligned to the Succession and Leadership Planning applications category and targeted centralization of career profiles and succession pipelines across the firm.
The implementation included Employee Central, Recruitment and Onboarding, Compensation and Variable Pay, Performance and Goals, Succession and Career Planning, and Learning, with SAP SuccessFactors Career Development Planning configured to manage career pathways, succession pools, and talent readiness workflows. Configuration activities covered permissioning by role, position and job structure alignment in Employee Central, and mapping of performance and compensation data into career planning processes.
Architecturally the environment used SuccessFactors as the cloud based HR suite, integrating via HCM connect to S4 HANA, and S4 HANA was connected to other business systems as part of the transformation. SuccessFactors was also integrated with ServiceNow for ITSM to route change and support tickets, and technical delivery included test scoping to prepare for functional test automation.
Governance and rollout used a test governance model, with a Quality Assurance team executing the test strategy, managing defects during User Acceptance Testing, and delivering test cases and functional demos to support Tricentis Tosca test automation analysts. The programme impacted core HR and talent management functions, and testing governance included corrective action execution, automation scoping for HR modules, and coordination across the 30 country rollout teams.
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Eastman Chemical | Oil, Gas and Chemicals | 14000 | $9.4B | United States | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2023 | n/a |
In 2023, Eastman Chemical implemented SAP SuccessFactors Career Development Planning (CDP) as part of a broader move to SAP SuccessFactors HXM Suite. The SAP SuccessFactors Career Development Planning (CDP) deployment was positioned to support Succession and Leadership Planning and to formalize career pathways for leaders, people managers, and talent partners across Eastman’s global HR organization.
The implementation centralized modules including SAP SuccessFactors Employee Central, recruiting, learning, compensation, variable pay, performance and goals, career development planning, and succession. Eastman leveraged story reports in the report center to build manager dashboards and a forthcoming talent dashboard, and it developed custom objects such as an organizational hierarchy table with drilldown capabilities and a currency exchange table to surface international labor cost information. Role-based access permissions were configured in story reports to control information distribution by role and reduce manual distribution list maintenance.
Integrations were implemented using live data feeds from SAP SuccessFactors Employee Central with plans to augment dashboards with recruiting and learning data. Story reports use continuous, real-time data from across the HXM Suite to generate presentation-style analytics, enabling learning administrators and supervisors to see overdue trainings and upcoming learning windows, information that is important for production teams operating on fixed schedules.
Governance and enablement included engagement with SAP resources via the SAP Preferred Success plan and hands-on learning from SuccessConnect 2022 to accelerate adoption. Administrators built self-service story reports, shortening effort to produce a standard talent report from several days to under two hours and enabling quicker troubleshooting of data errors, while preserving branded reporting and role-based security. Eastman also emphasized cloud delivery for long-term sustainability and biannual access to new SAP SuccessFactors capabilities, and it plans to extend story reports to include inclusion and diversity progress tracking.
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Kiewit | Construction and Real Estate | 31100 | $17.1B | United States | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2020 | n/a |
In 2020, Kiewit implemented SAP SuccessFactors Career Development Planning (CDP) as a targeted component of its Succession and Leadership Planning strategy. The deployment was executed as part of a broader SuccessFactors talent management rollout that the organization reports was completed for roughly 30,000 employees across the enterprise.
The SAP SuccessFactors Career Development Planning (CDP) implementation was configured alongside core Talent Management modules, including Employee Profile, Recruitment, Performance management, Calibration, Succession, Learning Management System, Compensation and Onboarding, and an additional I-9 compliance application. Configuration emphasized career plans, development goal tracking, talent pool designation, and succession-ready profiles, integrating career worksheets and development assignments with performance and learning records to create end to end talent workflows.
Integrations were focused on linking Career Development Planning to Employee Profile, Succession, Performance management, and LMS records to maintain a single source of talent truth, and the CDP was connected to onboarding and I-9 processes to support role transition workflows. The implementation covered multiple business units and operating regions in the United States, Canada, and Mexico, and it targeted HR, talent acquisition, learning and development, compensation, and succession planning functions.
Governance and rollout were led by Kiewit’s HCM Product Management organization, which established product owner roles, developed six product owners, managed an annual HCM budget of three million dollars or more, and ran monthly stakeholder forums to escalate impediments and demonstrate system value. The program included a formal partnership with SAP SuccessFactors and participation in product advisory activities, and Kiewit reports the SuccessFactors Talent Management suite, including Career Development, was successfully implemented for the enterprise.
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Utilities | 31653 | $24.2B | United Kingdom | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2018 | n/a |
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Consumer Packaged Goods | 25500 | $26.0B | Canada | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2018 | n/a |
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Oil, Gas and Chemicals | 347362 | $112.6B | India | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2016 | n/a |
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Consumer Packaged Goods | 5500 | $850M | France | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2019 | n/a |
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Construction and Real Estate | 5000 | $600M | Malaysia | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2023 | n/a |
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Manufacturing | 10700 | $862M | Malaysia | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2018 | Deloitte |
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Transportation | 28501 | $12.1B | United Kingdom | SAP | SAP SuccessFactors Career Development Planning (CDP) | Succession and Leadership Planning | 2020 | n/a |
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Buyer Intent: Companies Evaluating SAP SuccessFactors Career Development Planning (CDP)
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