Announcing SuccessionHR’s Integration with Paylocity

‍We’re excited to announce that SuccessionHR now integrates with Paylocity!

Connecting Paylocity and SuccessionHR helps bring your workforce and succession data together in one place — reducing manual updates and giving teams clearer visibility into leadership readiness.

As businesses grow, succession planning can quickly become difficult to maintain at scale. What starts as a few spreadsheets and talent conversations often turns into disconnected documents, outdated org charts, and unclear visibility into who’s actually ready for key roles.

At the same time, workforce data is constantly changing. Promotions happen. Teams evolve. New leaders emerge. Keeping succession plans aligned manually can quickly become a challenge on its own.

That’s where this integration helps: connecting the workforce data your team already relies on every day with a more continuous and actionable approach to succession planning.

How SuccessionHR Integrates with Paylocity

The workforce data your team already relies on every day should also support better succession decisions. 

With the Paylocity integration, SuccessionHR helps organizations keep key role, successor, and readiness information current as teams and organizational structures evolve over time.

With the integration, you can:

• Automatically sync workforce and organizational data into SuccessionHR
• Reduce manual succession planning work and spreadsheet tracking
• Keep succession plans aligned with promotions and org changes
• Gain clearer visibility into leadership readiness and bench strength
• Support executive succession discussions with real-time reporting

Operationalize Succession Planning with Paylocity and SuccessionHR

Integrating Paylocity with SuccessionHR enables a more proactive approach to tracking readiness, developing successor pipelines, and identifying leadership gaps earlier.

Through the integration, HR teams and leaders can:

• Stay ahead of leadership gaps: When a critical leader leaves unexpectedly, succession plans shouldn’t need to start from scratch. Gain clearer visibility into key roles, readiness gaps, and areas where your organization may be over-reliant on a small number of leaders.
• Build stronger successor pipelines over time: Instead of maintaining static lists that quickly become outdated, track successor readiness continuously and identify where additional bench strength or development may be needed.
• Keep development connected to readiness: Talent review conversations are only valuable if they lead to action. Connect successor readiness to ongoing development efforts and track progress over time.
• Support growth and organizational change: As teams grow, restructure, or evolve, keep succession plans aligned with changing reporting structures and leadership needs.
• Give executives clearer succession visibility: Support leadership and board conversations with reporting designed to provide clearer insight into readiness, risk, bench strength, and succession progress across the organization.

Extend Paylocity with SuccessionHR

SuccessionHR is built specifically for succession planning — helping organizations move beyond spreadsheets and create a more scalable approach to leadership readiness and talent visibility. Together, SuccessionHR and Paylocity help teams spend less time maintaining plans and more time developing future leaders.

Ready to connect Paylocity and SuccessionHR? Visit the Paylocity Marketplace to learn more and get started today.