List of Workday Succession Planning Customers
Workday
6110 Stoneridge Mall Road,
Pleasanton, 94588, CA,
United States
Pleasanton, 94588, CA,
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 Corporation, 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, Disney, 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 112900 employees and revenues of $64.81 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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American Axle & Manufacturing | Manufacturing | 19000 | $6.1B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2017 | n/a |
In 2017 American Axle & Manufacturing implemented Workday Succession Planning as part of a broader Workday HCM deployment. This implementation is explicitly aligned with the Succession and Leadership Planning apps category and was managed through centralized Workday administration led by the HRIS team.
The deployment configuration integrated Workday Succession Planning with core Workday modules including Workday HCM, Talent, Performance, Learning, Recruiting, Benefits, Advanced Compensation, Expenses, Security, Report Writer, Dashboards, PRISM Analytics and Business Process frameworks. Functional implementation included Talent Review and Calibration configuration, Succession Planning configuration, Performance full year review and check-in workflows with calibration, and mass operation management to support bulk changes and organizational actions.
Operational coverage extended to global support across 17 countries and included targeted operational programs such as Workday Expenses implementation and a PRISM Analytics rollout to surface talent and headcount data. The initiative also provided system and integration support for a business unit divestiture and the establishment of a new company under a Transition Services Agreement, indicating cross-entity governance and data continuity requirements.
Governance changes focused on standardized talent review workflows, calibration processes, business process orchestration within Workday, annual open enrollment configuration for benefits, and provisioning of HR reporting and dashboards to leaders. The HRIS team enforced role-based security and report governance, delivered redesigned dashboards to provide leaders with critical organizational information, and performed problem solving and root cause analysis as part of ongoing process improvement.
Explicit operational outcomes from the implementation included provision of data for the annual headcount budgeting process, redesigned dashboards for leadership decision making, system and organization support during the COVID-19 pandemic, successful mass operation management, and internal recognition with a 2018 AAM Delivering Power award for the program. Workday Succession Planning remains a central component of AAMs talent and leadership planning capability.
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Life Sciences | 28000 | $33.4B | United States | Workday | Workday Succession Planning | Succession and Leadership Planning | 2016 | n/a |
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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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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:
- University of South Florida, a United States based Education organization with 15837 Employees
- GEA Farm Technologies, a Germany based Manufacturing company with 19416 Employees
- Cardconnect, a United States based Banking and Financial Services organization with 300 Employees
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated |
|---|---|---|---|---|---|---|
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University of South Florida | Education | 15837 | $2.6B | United States | 2026-02-24 |
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GEA Farm Technologies | Manufacturing | 19416 | $5.7B | Germany | 2026-02-02 |
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Cardconnect | 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 Corporation, General Motors, Disney, 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 - 47.5%, and global enterprises with 10,000+ employees - 45%.
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.