Integration Details
SuccessionHR integrates with ADP Workforce Now® to leverage employee and organizational data as the foundation for succession planning.
ADP systems integrated
- • ADP Workforce Now
• ADP TotalSource
Data flow
- • Read data from ADP
Access and sign-in
- ADP single sign-on: All users can sign in to SuccessionHR using their ADP credentials. Purchasers and users assigned through ADP Marketplace can also sign in through the ADP Marketplace My apps page.
Data sync frequency
- • Real time
Data fields
- SuccessionHR will read the following data fields from ADP:
• Associate OID (Employee ID)
• First Name
• Last Name
• Job Title
• Hire Date
• Role Start Date
• Department
• Location
• Division
• Manager Employee ID
• Birth Year
• Gender
Commitment to Responsible AI
Together with ADP Marketplace, our company is committed to the responsible use of AI. When incorporating AI into our product(s), we have agreed to comply with ADP Marketplace’s AI principles focused on human oversight, monitoring, privacy, explainability, transparency, and mitigating bias. Learn more here.
How we use AI
- SuccessionHR uses AI to surface relevant insights that support succession planning while keeping HR teams in control. AI helps suggest key role skills and competencies, development activities to improve candidate readiness, and skills employees may have gained through completed development.
These insights are recommendations only and are intended to support—not replace—human decision-making. SuccessionHR does not make employment decisions, and organizations remain responsible for selecting successors, assessing readiness, and making promotion decisions.
Our AI capabilities are powered by Google Cloud's Gemini Enterprise platform with enterprise-grade security. Customer data remains isolated within each organization's environment and is never used to train or improve underlying AI models.
If you have questions about how SuccessionHR uses AI, please contact us.
Key Role Identification
Define and manage key roles across the organization.
- • Identify roles essential to business continuity
- • Assign ownership to leaders closest to the role
- • Maintain visibility into key positions across departments
Successor Planning & Readiness Tracking
Evaluate and track potential successors candidates for each key role.
- • Assign multiple candidates per role
- • Track readiness (e.g., Ready Now, 1–2 years, 3+ years)
- • Maintain a structured view of bench strength
Candidate Development Planning
Prepare candidates for future roles through structured development.
- • Assign development tasks (projects, mentorship, courses)
- • Track completion and progress
- • Align development with role requirements
Dashboards & Reporting
Access clear, executive-ready insights into succession health.
- • View overall key role coverage and readiness
- • Identify risks and gaps
- • Generate reports for leadership discussions
AI-Supported Insights
Leverage AI to enhance planning efficiency.
- • Recommend skills based on completed development tasks
- • Suggest development actions for roles
- • Support faster, more informed decision-making
Frequently Asked Questions
Here are some of the most commonly asked questions about SuccessionHR.
How long does it take to implement SuccessionHR?
- Implementation is quick and can typically be completed within days, depending on data readiness and configuration.
Do I need IT support to set up SuccessionHR?
- Minimal IT involvement is required. Most setup is handled by HR teams with guidance from SuccessionHR.
Who uses SuccessionHR?
- HR teams and business leaders collaborate within the platform to manage succession plans and candidate development.