Global HR Library
Use this on-page succession planning template to identify and prepare future leaders in your organisation. Whether you're planning for leadership changes, filling skill gaps, or strengthening your talent pipeline, this template helps you do it with structure and intention.
A succession plan outlines how key roles will be filled when their current incumbents leave, retire, or move on. It’s about:
Mitigating disruption from unexpected vacancies
Developing internal talent for long-term success
Ensuring business continuity in critical functions
This template is designed to help you build a clear, actionable succession strategy — step-by-step.
Use this structured template to document your plan:
List the roles critical to business continuity in your company (these are typically leadership, technical, or client-facing positions). For instance:
Role title | Department | Current incumbent | Planned departure date (if known) | Impact level |
Head of Finance | Finance | Maria Alvarez | Q1 2026 | High |
Senior Developer | Engineering | James Okeke | Unknown | Medium |
Account Director | Sales | Vacant | Immediate | High |
Outline the skills, experience, and behaviours needed for each role.
Role | Skills and qualifications required | Key responsibilities |
Head of Finance | CPA, strategic planning, compliance experience | Oversee budgeting, reporting, and audits |
Account Director | Client relationship management, negotiation, B2B sales experience | Manage enterprise accounts and renewals |
Identify potential successors within your team and evaluate their readiness.
Candidate name | Current role | Potential role | Readiness level | Development needs |
Priya Desai | FP&A Manager | Head of Finance | 1–2 years | Leadership training, regulatory exposure |
Leo Kim | Sales Executive | Account Director | Now | Mentorship for high-stakes client management |
Plan how you’ll prepare successors for their future roles.
Candidate | Actions | Owner | Timeline |
Priya Desai | Enrol in leadership program, job shadow CFO | HR and CFO | Q3 to Q4 2025 |
Leo Kim | Assign enterprise accounts, weekly coaching check-ins | Sales Director | Immediate / ongoing |
As with all plans, it’s important to continually assess. Ensure you:
Schedule quarterly or biannual check-ins
Update your plans after promotions or departures
Align your succession plans with the company’s growth strategy
Top tip: Integrate this plan with your performance management and L&D programs for maximum impact.
Succession planning isn’t just about preparing for exits — it’s about being aware of your people and their performance.
Remote’s HR Management platform makes it quick and easy to manage your workforce and assess your people. And if there are skill gaps that your existing team just can’t fill, our Recruit platform makes it quick and seamless to find and hire the perfect candidate.
To learn more about how Remote can help, speak to one of our friendly experts today.