List of Workday Succession Planning Customers
Workday
6110 Stoneridge Mall Road,
Pleasanton, CA, 94588,
United States
Pleasanton, CA, 94588,
United States
1 925-951-9000
Professional Services
20588
$9.6B
Since 2010, our global team of researchers has been studying Workday 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 Workday 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 Workday Succession Planning for Succession and Leadership Planning include: Chevron, a United States based Oil, Gas and Chemicals organisation with 45298 employees and revenues of $193.41 billion, General Motors, a United States based Automotive organisation with 162000 employees and revenues of $187.44 billion, The Walt Disney Company, a United States based Leisure and Hospitality organisation with 203000 employees and revenues of $82.71 billion, Caterpillar, a United States based Manufacturing organisation with 118000 employees and revenues of $67.59 billion, Enbridge, a Canada based Oil, Gas and Chemicals organisation with 14500 employees and revenues of $64.23 billion and many others.
Contact us if you need a completed and verified list of companies using Workday 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 Workday 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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3M | Manufacturing | 61500 | $24.6B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2015 | n/a |
In 2015, 3M implemented Workday Succession Planning as part of a global Talent Management launch led by the HTR Talent Management Business Process Lead. The program covered a worldwide rollout for performance, development, performance improvement plans, disciplinary action plans and succession planning, positioning Workday Succession Planning as a core capability for talent continuity and role readiness.
Workday Succession Planning, aligned to the Succession and Leadership Planning category, was configured to operate alongside performance and development modules, with explicit configuration of workflows for performance improvement plans and disciplinary action plans. The Business Process Lead analyzed feasibility of system modifications, implemented configuration changes where required, and developed solution designs to resolve process gaps while maintaining Workday HR system functions and processes documentation.
Operational coverage included coordination with local and regional business process leads, collaboration with end-users and business partners to map requirements to system capabilities, and ongoing partnership with IT for system updates and support. The implementation emphasized test planning and execution, with active participation in writing test scripts, test scenarios, and coordinating user acceptance testing to validate configured succession and performance processes.
Governance and rollout activities encompassed development of communication and change management strategies, training schedules, materials and templates, and maintenance of up-to-date documentation of Workday HR system functions. Legal counsel was consulted to ensure compliance with policy changes, and daily stewardship exercised discretion over confidential talent data to ensure 3M values and policies were upheld.
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ACCA (Association of Chartered Certified Accountants) | Non Profit | 1341 | $298M | United Kingdom | Workday | Workday Succession Planning | Succession and Leadership Planning | 2021 | n/a |
In 2021, ACCA implemented Workday Succession Planning as part of a global HR transformation programme to centralize talent workflows and succession processes. The initiative positioned Workday Succession Planning within the Succession and Leadership Planning category to support leadership continuity and talent readiness across the organisation.
Workday Succession Planning was configured alongside Workday Talent and Performance capabilities to manage talent pools, succession plans, professional career profiles, development items, gigs and mentorship workflows. The implementation linked succession data to Performance Management processes including goal setting, feedback, performance reviews and ratings calibration to create end to end talent and succession workflows.
Integrations and system interactions were explicitly addressed, including Workday Learning with a migration from Cornerstone and an integration with LinkedIn Learning, and the programme defined and agreed the Workday implementation partner statement of work in conjunction with a third party supplier and the Workday product owner. Operational coverage was global, serving colleagues, managers and HR teams, with cross functional teams mobilised to define scope, phasing and delivery plans.
Governance and rollout combined established design principles, executive stakeholder engagement and phased agile delivery using small remote teams, supported by comprehensive change and communications including leader and manager engagement, instructional videos, user guides, drop in sessions and a global change champions network. Management information and reporting were put in place to enable and promote data driven decision making and to support adoption of succession and leadership planning workflows.
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Adient North America | Manufacturing | 31500 | $7.2B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2017 | n/a |
In 2017, Adient North America implemented Workday Succession Planning as part of its Succession and Leadership Planning capabilities. The initiative was positioned as a global talent continuity program to centralize succession workflows and talent review processes across HR and business leadership.
Workday Succession Planning was configured to operate alongside the companys Workday HCM footprint, with functional scope covering recruit, performance and compensation touchpoints. Core category-aligned capabilities implemented included talent pools, succession plans, readiness assessments, and performance calibration workflows, with configuration and testing under the direction of a Global Workday Manager and a dedicated Functional and Testing Lead.
Integrations were executed within the Workday ecosystem, linking Succession Planning to Workday HCM, Recruit, Performance and Compensation modules to ensure data continuity for positions, incumbents and performance histories. Operational coverage included ongoing operational support for North America and testing leadership for Rest of World deployments, reflecting a multi-region rollout and centralized orchestration of release and test cycles.
Governance was structured around a global Workday team responsible for operational and project management, with named functional and testing leadership managing vendor interactions and deployment quality. The program moved into sustained operational support, with multi-year stewardship and established testing practices to support successive releases and regional rollouts.
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Aggreko | Oil, Gas and Chemicals | 6000 | $1.1B | United Kingdom | Workday | Workday Succession Planning | Succession and Leadership Planning | 2020 | n/a |
In 2020, Aggreko implemented Workday Succession Planning to formalize talent review and succession workflows across its global HR and learning organizations. The Workday Succession Planning deployment established a standardized Succession and Leadership Planning capability that placed explicit emphasis on calibrated talent conversations and development planning tied to role competency profiles.
The implementation configured core succession processes including talent pools, calibrated 9 box grid reviews, and individual development plan generation to surface learning needs. Workday Succession Planning was used to link identified successors to targeted development activities, with the Learning and Development function designing blended leadership virtual instructor led training, webinars, and micro learning to support identified gaps.
Integrations and operational coverage included governance of competency assessment data via the Kahuna competency management system and alignment with the existing Workday Learning Management System for content management and audit. Training and development workflows spanned HR Business Partners, Team Leaders, the Learning and Development team, and business stakeholders involved in Aggreko’s Net Zero for Owned Operations work, supporting learning delivery to global audiences including remote sites.
Governance and process restructuring accompanied the rollout, with Learning and Development coaching Team Leaders to conduct succession planning sessions, driving regular audits of self service portals and the Learning Management System, and managing a Learning Strategy and Roadmap to balance delivery capacity. The program emphasized competency driven succession input, coach led calibration, and integration of apprenticeship levy funded development where applicable.
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Amgen | Life Sciences | 31500 | $36.8B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2016 | n/a |
Amgen implemented Workday Succession Planning in 2016 as part of a targeted effort to strengthen talent continuity and leadership readiness across its global HR organization, aligning with the Succession and Leadership Planning category. The deployment of Workday Succession Planning was executed alongside Workday Performance Management, Compensation and Recruitment modules to create an integrated talent lifecycle capability focused on succession, performance calibration, and compensation alignment.
Workday Succession Planning was configured to support role based security, talent pools, successor slates, and career pathing workflows, leveraging standard Workday talent management objects and business process configuration. The implementation emphasized configuration discipline, documentation of design decisions and configuration rationale, and use of Workday�s built in reporting and analytics to inform talent reviews and succession plans.
Integrations were coordinated with internal HR systems and applicant tracking processes, explicitly including Applicant Tracking System experience with Kenexa as part of staffing and recruitment interoperability considerations. Cross functional collaboration with HR, IT and vendor teams supported development, testing, and roll out of new integrations and periodic Workday releases, with the program stewarding testing cycles through business acceptance and deployment.
Governance and operational rollout included defined critical path oversight, escalation processes, and close partnership with Change Management for training and communications to ensure organizational readiness. All configuration and process workstreams were documented and maintained to support ongoing sustainment of Workday Succession Planning and its interactions with Performance Management, Compensation and Recruitment workflows.
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Life Sciences | 3000 | $700M | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2020 | n/a |
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Manufacturing | 34000 | $26.5B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2015 | n/a |
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Manufacturing | 6000 | $3.0B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2015 | n/a |
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Manufacturing | 2500 | $600M | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2013 | n/a |
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Manufacturing | 4500 | $2.9B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2014 | n/a |
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Buyer Intent: Companies Evaluating Workday Succession Planning
ARTW Buyer Intent uncovers actionable customer signals, identifying software buyers actively evaluating Workday Succession Planning. Gain ongoing access to real-time prospects and uncover hidden opportunities. Companies Actively Evaluating Workday Succession Planning for Succession and Leadership Planning include:
- Commission Apostolic Trust, a United Kingdom based Non Profit organization with 13 Employees
- James Madison University, a United States based Education company with 1405 Employees
- James Madison University, a United States based Education organization with 1047 Employees
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
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Commission Apostolic Trust | Non Profit | 13 | $2M | United Kingdom | 2026-05-15 |
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James Madison University | Education | 1047 | $681M | United States | 2026-04-15 |
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James Madison University | Education | 1405 | $350M | United States | 2026-04-14 |
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Education | 15837 | $2.6B | United States | 2026-02-24 |
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Manufacturing | 19416 | $5.7B | Germany | 2026-02-02 |
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Banking and Financial Services | 300 | $589M | United States | 2025-12-19 |
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Banking and Financial Services | 13240 | $5.5B | United States | 2025-11-18 |
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Communications | 7000 | $1.8B | Netherlands | 2025-09-25 |
FAQ - APPS RUN THE WORLD Workday Succession Planning Coverage
Workday Succession Planning is a Succession and Leadership Planning solution from Workday.
Companies worldwide use Workday Succession Planning, from small firms to large enterprises across 21+ industries.
Organizations such as Chevron, General Motors, The Walt Disney Company, Caterpillar and Enbridge are recorded users of
Workday Succession Planning for Succession and Leadership Planning.
Companies using Workday Succession Planning are most concentrated in Oil, Gas and Chemicals, Automotive and Leisure and Hospitality, with adoption spanning over 21 industries.
Companies using Workday Succession Planning are most concentrated in United States and Canada, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of Workday Succession Planning across Americas, EMEA, and APAC.
Companies using Workday Succession Planning range from small businesses with 0-100 employees - 0%, to mid-sized firms with 101-1,000 employees - 7.5%, large organizations with 1,001-10,000 employees - 50%, and global enterprises with 10,000+ employees - 42.5%.
Customers of Workday 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 Workday 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.