At what levels do you conduct Succession Planning (ie Executive, Director level etc)? Do you conduct it for all roles or do you prioritize critical roles?

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HR Manager2 years ago

We prioritize succession planning for critical roles, focusing on senior managers, directors and senior management (VPs and up)

HR Manager2 years ago

We must have succession plans in place for Executive level and Director level positions.

We then identify critical roles based on business continuity, market scarcity or occupant risk (etc) and ensure that there is a succession plan in place for those roles as well.

HR Manager2 years ago

We have not started succession planning at my current organization just yet - but it's on my list. At my prior organization, which was much larger, we did managers and up to senior/executive management.

Director of Talent Management2 years ago

We do succession plans for any Manager level role and for all critical roles. There are some critical roles that are individual contributor roles.

1 Reply

no title2 years ago

Clarification: All Manager and above level roles.

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At what levels do you conduct Succession Planning (ie Executive, Director level etc)? Do you conduct it for all roles or do you prioritize critical roles?

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In your opinion, what aspect of the employee experience is most challenging to manage digitally?

What emerging technologies do you use in your recruitment/talent acquisition process?

How are you preparing your HR team for AI? Have you adopted it already or planning to? If so what areas (e.g., recruitment)?

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