Career Path Tool Key Considerations & FAQs
Please note that the Career Path Tool is not intended to be exhaustive nor is it definitive.
Organizations of different sizes and cultures structure and govern themselves differently; thus, not all roles outlined on the tool will be present in all organizations. Similarly, the tool’s general role profiles will not be exact matches to the customized job descriptions of any particular organization.
The Career Path Tool is intended to provide an overview of the HR profession and to support practitioners to identify potential career paths and opportunities for development.
Frequently Asked Questions
What if a role is not included in the career path tool?
There are a variety of different names for HR roles. For example, a Recruitment Specialist in one organization may be a Recruiter or a Recruitment Administration Lead in another organization. The Career Path tool uses generic terms that are intended to cover any of the more specific job titles. The Career Path tool is not exhaustive, but will seek to identify core HR roles.
A person’s role is a blend of two roles. What about roles that are a blend of different roles? You can read both roles in order to see the full breadth of the roles. Then you can self-determine best fit (e.g., where the majority of your time is spent). You can look at career paths leading from both roles.
A person’s title does not match the description provided (e.g., the title is Manager, but the role reflects the Director level description), where do they fit?
Not all companies are structured in the same way or use the same nomenclature. The system used is based on a generalization of what is most widely done. You should use titles in the career path tool in order to help to identify the path and level in which you best fit. You should identify your best fit based primarily on the description and not the title.
Will the Career Path Tool evolve and change?
Yes. The intent of the Career Path Tool, and part of the reason the tool was built in an easy to edit online format, is to provide a current picture of the HR profession, which implies the need to evolve and change with the changing nature of work. The career path tool can be updated to reflect the introduction of new areas of practice, core roles, etc. While this is true, please keep in mind that this tool is intended to provide a concise overview of the profession, and thus is not intended to provide a profile for every potential role variation which may exist.
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