Career development is consistently cited as one of the key drivers of employee engagement, retention and performance. Yet in many organisations, it still sits almost entirely with HR.
HR teams design career frameworks, create development programmes and provide guidance — but they cannot, and should not, be solely responsible for employees’ career development. For career development to truly work, it must be owned by leaders and embedded into everyday management practice.
Why Career Development Often Falls to HR
In many organisations, career development has traditionally been positioned as an HR responsibility. HR designs the processes, manages talent programmes and is often the first port of call when employees feel unsure about their next step.
While this support is vital, it creates an unintended consequence:
career development becomes something that happens to employees, rather than something leaders actively enable and individuals take ownership of.
HR can provide the structure but leaders bring it to life.
The Critical Role Leaders Play in Career Development
Leaders and managers are closest to employees’ day-to-day work, strengths and potential. They see performance, motivation and capability in real time, which places them in a unique position to support meaningful career conversations.
When leaders are confident in their role in career development, employees are more likely to:
- Feel seen and valued
- Understand their career progression options
- Stay engaged and motivated
- Explore internal opportunities rather than looking elsewhere
This leadership involvement is what turns career frameworks into lived experiences.
Why HR Can’t Do Career Development Alone
Even the most well-designed career development strategy will fall short if leaders aren’t equipped to support it.
HR teams are often:
- Managing multiple priorities with limited capacity
- Removed from the day-to-day realities of individual roles
- Brought in only when a problem has already surfaced
Career development works best when HR acts as the enabler, providing tools, structure and guidance — while leaders take ownership of the conversations and development of their people.
What Leadership-Owned Career Development Looks Like in Practice
Leadership-owned career development doesn’t mean leaders having all the answers. It means creating the right environment for career ownership to thrive.
In practice, this includes:
- Regular, honest career conversations
- Managers encouraging reflection on strengths and aspirations
- Realistic discussions about progression and internal mobility
- Shared accountability between the organisation and the individual
This approach reduces dependency on HR and empowers employees to take responsibility for their own development.
The Impact on Retention and Internal Mobility
Organisations that embed leadership-owned career development see clear benefits.
Employees are more likely to:
- Explore internal progression and lateral moves
- Stay engaged during periods of change
- Remain with the organisation longer
For organisations, this leads to stronger retention, improved internal mobility and a more sustainable talent pipeline.
How Organisations Can Make the Shift
Moving career development from HR-led to leadership-owned requires a deliberate shift.
Key steps include:
- Building managers’ confidence to have career conversations
- Embedding career development into leadership capability frameworks
- Supporting leaders with practical tools and guidance
- Reinforcing career ownership as part of organisational culture
This isn’t about adding more responsibility — it’s about integrating career development into how leadership already happens.
Final Thoughts
HR plays a critical role in career development but it cannot do it alone.
When leaders actively own career development, supported by HR and aligned with organisational strategy, career development becomes meaningful, sustainable and impactful. It’s this partnership between HR, leaders and individuals that drives engagement, progression and long-term retention.
Want to Embed Leadership-Owned Career Development in Your Organisation?
If you’re looking to strengthen your career development strategy, build leadership capability or improve retention and internal mobility, Career Coaching Matters can help.
Book a Strategy call or get in touch to start the conversation.
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