List of SHL Succession Planning Customers
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Since 2010, our global team of researchers has been studying SHL 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 SHL 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 SHL Succession Planning for Succession and Leadership Planning include: Campari Group, a Italy based Consumer Packaged Goods organisation with 3842 employees and revenues of $2.34 billion, Superior Court of California, County of Riverside, a United States based Government organisation with 1100 employees and revenues of $222.0 million and many others.
Contact us if you need a completed and verified list of companies using SHL 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 SHL 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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Campari Group | Consumer Packaged Goods | 3842 | $2.3B | Italy | SHL | SHL Succession Planning | Succession and Leadership Planning | 2020 | n/a | In 2020 Campari Group implemented SHL Succession Planning, a Succession and Leadership Planning application, to introduce a more objective, measurable approach to senior appointments and leadership development. The program was initiated to reduce the risk of failed managing director appointments and to better identify leaders able to operate with local accountability and entrepreneurial mindset. Campari worked with SHL to define nine core competencies and map them to SHL’s Universal Competency Framework, creating a single common language for assessment and development across the organization. The implementation included structured assessment instrumentation, tailored leadership reporting, and the creation of Lead to Succeed development centers that generate objective talent data for annual review. Operational coverage targeted existing and emerging senior leaders globally, with a specific focus on identifying candidates for general manager roles over a two year horizon. Assessment results and development center outputs are fed into an annual Campari talent board that informs succession and promotion decisions, while coaching culture workshops certify the top 100 managers who then coach an additional 100 people to cascade capability. Governance changes centered on institutionalizing measurement and fact based decision making in talent processes, embedding SHL Succession Planning into hiring and internal promotion workflows, and tailoring leadership reports for external senior hiring and the new International Graduate program. Explicit outcomes noted by Campari include reduced appointment risk, stronger fact based leadership decisions, and improved mechanisms to retain entrepreneurial spirit. | |
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Superior Court of California, County of Riverside | Government | 1100 | $222M | United States | SHL | SHL Succession Planning | Succession and Leadership Planning | 2020 | n/a | In 2020, the Superior Court of California, County of Riverside implemented SHL Succession Planning to support Succession and Leadership Planning across its human resources and court leadership functions. The initiative targeted talent and leadership readiness in a public agency of roughly 1,100 employees facing budget pressure and an aging leadership population. The deployment began with a competency review overlaid on the SHL model for high potential, followed by standardized assessments of 200 supervisors and leaders for ability, aspiration for more senior roles, and longer term engagement. Assessment outputs were used to classify employees as high-potential, with 17 percent routed into a high-potential leadership development program and 83 percent assigned ongoing development for current roles, and the SHL Succession Planning program incorporated SHL’s Development Coach to accelerate learning in the work context. Operational scope centered on HR led identification and targeted development of supervisors and leaders, shifting promotion emphasis from technical tenure to demonstrated potential and aspiration. The program structured governance around competency frameworks and targeted in-role development pathways, embedding a new investment in the future mindset and creating repeatable selection and development workflows for succession decisions. Outcomes described by the court included creation of a stronger leadership pipeline, increased retention of top talent, and a mitigated risk profile against recession and retirement gaps. The SHL Succession Planning implementation therefore aligned assessment, development coaching, and HR governance to sustain leadership continuity within the County of Riverside Court. |
Buyer Intent: Companies Evaluating SHL Succession Planning
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