Employers and HR leaders are increasingly promoting phased retirement to retain experienced staff and ease succession planning as large cohorts age into retirement. The approach—gradually reducing hours while preserving mentorship roles—helps institutions transfer tacit knowledge and mitigate looming talent gaps. Higher‑education leaders should embed phased‑retirement options into faculty and staff workforce strategies, pairing reduced-load roles with structured mentorship obligations. Finance offices must model long-term pension and salary trajectories, while academic departments should design knowledge-transfer plans to preserve program continuity and pedagogical quality.