01
Succession plans and candidates
Maintain succession plans and the people being considered for each role. Keep candidate information available for the leaders who need to discuss future coverage.
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Succession and career growth
Plan for critical roles and the people who could fill them.
Plan for critical roles with successor candidates, readiness assessments and talent pools. HR and leaders review scenarios and career paths, then connect agreed succession plans with the development work needed for a future move.
Succession tools
Build a plan around roles, readiness and development.
02
Readiness assessments
Record assessments of successor readiness. Give talent discussions a shared reference for the employee's current position and the development still required.
03
Talent pools and nine-box views
Organize succession talent pools and use available nine-box views. Review the employee population in context when discussing development priorities and future roles.
04
Succession scenarios
Model different succession options and review the proposed plan. Scenario records help leaders examine alternatives before agreeing which path to pursue.
05
Career paths and internal mobility
Maintain career paths and supported internal mobility processes. Connect succession discussions with opportunities for employees to move within the organization.
06
Successor development and approvals
Record development work for potential successors and route succession approvals. Connect the plan with employee development priorities and performance conversations.
Explore development plansTalent discussions
Give leaders and HR a common planning reference.
01
HR and talent teams
Organize plans, readiness information and talent pools. Prepare the records needed for succession discussions and keep the agreed plan available afterward.
02
Leaders and managers
Review critical roles, candidate readiness and development needs. Consider alternative scenarios and participate in the decisions required for the succession plan.
03
Employee development teams
Follow the development priorities attached to successor candidates. Use career and performance context when preparing the work that will support a future move.
Planning process
Move from a role discussion to an agreed development path.
Identify the role and options
Prepare the succession plan and candidate information. Use talent pools and employee context to establish the people the leadership team needs to consider.
Assess readiness together
Review assessments and discuss alternative scenarios. Examine the development required and obtain the approvals your succession process needs.
Keep the plan current
Maintain successor development information and revisit the plan in later talent discussions. Record changes as candidates, readiness or organizational needs evolve.
Show us the work
you want to improve.
Tell us where the work gets difficult. We'll tailor a walkthrough to your people, countries and priorities.
Book a demo ↗ Business details only. Please do not share employee, salary, bank or tax data.Can we start with HR?
Yes. Tell us which records, hiring, development or employee-service workflows you need. Your proposal confirms the features, implementation work and country scope included.
Is every country available?
Availability is confirmed for your country, worker types, pay cycle and output channels before implementation. A country page is an invitation to discuss scope.
Is Payrovia suitable for one company?
Yes. One employee record can support a single company in one country or a group operating across countries. The setup reflects your structure, access requirements and local workflows.