remote-logo-1
Book demo
remote-logo-1
globe-icon_24 English (United States)
Book demo

Book a demo, see Remote in action

Manage, pay, and recruit global talent in a unified platform

051-check-star-stamp

Successfully submitted!

If you scheduled a meeting, please check your email for details or rescheduling options. Otherwise, a representative will reach out within 24–48 hours.

Close

Global HR Library

Succession plan template

Use this on-page succession planning template to identify and prepare future leaders in your organization. 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.

What is a succession plan?

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.

Succession planning framework

Use this structured template to document your plan:

1. Identify key roles

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

2. Define success criteria

Outline the skills, experience, and behaviors 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

3. Assess your internal talent

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

4. Create development plans

Plan how you’ll prepare successors for their future roles.

Candidate

Actions

Owner

Timeline

Priya Desai

Enroll 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

5. Monitor and review

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.

Planning for the future? Remote can help

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.