Succession planning solutions
Turn succession planning into a live, data-led process that helps you that helps you plan intentionally for the future.
Trusted by global enterprises
A succession strategy is key to building an intentional enterprise
Most organizations recognize why succession matters. The challenge is that it often stays reactive, narrow, and disconnected from day to day decisions. It focuses on a few senior roles and rarely scales beyond executive layers. At the same time, skills shift fast, people move often, and leaders expect clarity on workforce risk management.
Orgvue changes this. It brings your workforce data together to give you a clear, continuous view of capability, readiness, and risk. You see who could step in, where gaps sit, and how to prepare. You understand which roles are critical, where vulnerability is rising, who to invest in, and what to do next. Succession planning stops being an annual exercise and becomes a live process embedded in regular business planning.
Want to know more?
Succession planning reimagined: from annual task to strategic process
Businesses are not managing change. They are living in it.
Leadership expectations have changed. There’s pressure to look ahead, reduce risk, and show how talent strategy supports business resilience. The cost of being unprepared is too high. Without a plan, the loss of key people leads to disruption, loss of knowledge, and stalled growth.
Leadership teams are now asking tougher questions:
- Where are our biggest succession risks, and how quickly could they shift?
- Are we building a strong internal talent pipeline that can meet future roles and skills?
- Can we rely on internal talent to step up?
- Are we confident in the evidence behind our decisions?
Most companies cannot answer with confidence. Succession planning remains static, disconnected from development data, and too slow for a changing workforce.
It is time to move from one off replacement plans to a continuous practice that turns data into foresight and guides every decision.
Orgvue makes succession planning scalable, transparent, and effective
Orgvue is trusted by enterprise HR and transformation teams to use data and visualizations to design and plan for the workforce in the future.
It works alongside your existing HCM and talent tools to help you identify critical positions, assess succession risk, and match potential succession candidates based on performance, potential, and other business-relevant criteria. It brings succession planning into the flow of business, linking it to structure, performance, risk, and planning.
Orgvue is highly customizable to your unique business needs, and support succession planning from both the position and people perspectives. And by continuously consolidating your data, it makes make planning live and sustainable, rather than a one-off effort.
With Orgvue, you can:
- Use AI to help build a job architecture that brings clarity and consistency to how you view your organization
- Identify critical positions and assess risk based on vacancy trends, uniqueness, business impact, or turnover
- Surface potential successors for each role including direct reports or candidates filtered by department, grade, location, or skills
- View and compare succession pipelines to understand where you’re covered and where gaps exist
- Enable live talent reviews that capture discussion around critical roles, successor options, and development needs
- Track development actions and decisions directly in the platform, making them traceable and repeatable
Features and benefits
How Orgvue helps
Orgvue supports succession planning from both the position and people perspectives, so you can understand where the risks are, who could step in, and what needs to happen to close the gaps.
Evaluating current risk summary (e.g. how many critical positions are at high risk)
From a position lens:
- Identify which positions are critical and why
- Understand which of those are high-risk, based on vacancy trends, uniqueness, business impact, or known turnover
- Classify and prioritise position that need a succession plan
- See possible successors for each critical role and explore position pathways over time (career mapping)
Assess performance data of employees
Drag and drop a suggested position onto a person to connect them as potential successors
From a people lens:
- Start with performance data as your anchor point
- Assess people’s potential and how they stack up against requirements
Allocate individuals to potential positions based on any relevant criteria (e.g. geography, grade, reporting line) - View individual succession summaries, where people are today, where they could move, what they need to develop
- Use skills and competency data to identify development opportunities, support talent reviews, and assess pipeline risk
Henshaw Assistant
Ask, and your data answers
Henshaw Assistant brings your data to life, giving you instant clarity on your workforce.
Ask questions like:
- Which jobs in my organization are classified as highest risk?
- Show me the critical positions that do not have successors
Ready to see Orgvue in action?
In a personalized demo session, discover how Orgvue can help you:
- Understand workforce impacts before restructuring
- Compare multiple operating model scenarios
- Find critical skill gaps across the organization
- Align workforce plans to business strategy
- Accelerate AI workforce transformation
Trusted by global enterprises
“Orgvue’s automated role-clustering capability will save a huge amount of time in surfacing opportunities for organizational redesign, workforce planning, and cost reduction. What we’ve seen so far is truly game changing for design work.”
Stacy Anderson, Salesforce
Get your personalized demo
30-minute discovery call
Demo tailored to you
See our privacy notice. You can unsubscribe from marketing at any time by writing to us at [email protected].
Not ready for a demo? Explore more…
FAQ: Succession Planning
Succession planning is the process of identifying critical roles within an organization and preparing potential successors to fill those positions when they become vacant. It helps organizations reduce workforce risk, protect institutional knowledge, and maintain business continuity.
Succession planning helps organizations prepare for leadership transitions, retirements, resignations, and business growth. A strong succession planning process reduces disruption, strengthens talent pipelines, and ensures critical roles can be filled when needed.
Orgvue helps HR and business leaders move beyond static plans and reactive decisions. It gives them the clarity and confidence to act early, align around shared insight, and plan leadership transitions with purpose and precision.
The result:
Report to leadership and the board with confidence, using clear visuals and evidence-backed insights on succession coverage, pipeline strength, and organizational risk.
Drive strategic conversations with business leaders, backed by a connected view of roles, structure, and successors, so talent decisions align with future needs.
Reduce external hiring costs by building and mobilizing your internal talent pipeline.
Advance DEI goals by using objective data to support fair, transparent decisions about leadership development.
Scale succession planning beyond the C-suite, applying a consistent framework to critical roles across all levels.
Stay continuously prepared, embedding succession planning into regular business planning so it’s not a one-off project, but a sustainable capability.
Most companies struggle to scale succession planning because the process is manual, inconsistent, and difficult to maintain. Orgvue changes this by giving you a unified view of roles, structure, and talent so you can apply the same discipline across the business. You can identify critical positions at every level, understand where risk sits, and build broader pipelines that reflect the real shape of your organization. This helps HR and business leaders widen access to development opportunities, strengthen internal mobility, and build a more diverse and future ready leadership bench.
Critical roles are positions that have a significant impact on business performance, strategic objectives, operations, customer outcomes, or organizational stability. Identifying critical roles helps organizations focus succession planning efforts where potential talent risks are highest.
Succession risk can be evaluated by examining factors such as retirement exposure, turnover risk, vacancy trends, business impact, critical skills concentration, successor readiness, and the availability of qualified internal talent for key positions.
A succession pipeline is a pool of employees who have the potential to fill future leadership or critical business roles. Developing a strong succession pipeline enables organizations to respond more quickly to change while investing in long-term talent development.
Succession planning provides visibility into future talent supply, leadership readiness, and workforce risks. Combined with workforce planning, it helps organizations prepare for future workforce needs and align talent investments with strategic business goals.
Internal mobility helps organizations develop employees through new experiences, broaden capabilities, and create a stronger pool of future leaders. Succession planning and internal mobility work together to improve retention and strengthen organizational resilience.
Skills data helps organizations assess successor readiness more accurately by evaluating capabilities, competencies, proficiency levels, and development needs. This creates a more objective and future-focused approach to identifying succession candidates.
Continuous succession planning enables organizations to monitor workforce changes, update talent pipelines, track development progress, and respond faster to emerging workforce risks. It turns succession planning into an ongoing business process rather than an annual review exercise.
Orgvue brings together workforce, skills, performance, organizational, and position data to help organizations identify critical roles, assess succession risk, evaluate successor readiness, map talent pipelines, and support data-driven succession planning at scale.