Do I need to invest in a CIPD qualification?

[afromom]

I have worked in the charity sector in Volunteer Management roles since leaving University in 2002. I have worked my way up to Head of department and as an active member of the SLT in the regional charity that I currently work for.

My role sits in the People and Culture Directorate, and I have overall responsibility for 2500 volunteers, manage a team of 15 staff as both manager and grandparent manager and oversee recruitment, onboarding and offboarding, learning, workforce development and planning, disciplinary (we call it problem solving in volunteering) and development of strategy.

I find myself in my mid 40s at a cross roads. Director of Volunteering roles are few and far between, probably less than 20 in the whole of the UK. I have 20 more years to work and no where to go in the volunteering sector. Moving to a people and culture role seems a sensible move, but I have little experience of Employment Law and Policy and whilst I have led ER cases as a member of SLT I have not as the HR professional.

Is my only option to make this move forking out for my CIPD qualification.

Can I go straight in at level 5 or 7, or do I need to start at level 3?

I currently earn £55,000 and would struggle to go below around £40,000 income wise and take a step back in my career. I also think I would be quickly frustrated working at a much junior level.

Can any senior HR/ People professionals suggest what my options might be please, I would really appreciate some advice and guidance. Thank you!

Go for it - you would be in a much more secure and better earning position. It’s so hard to find good senior HR professionals with the qualifications needed in an increasingly complex climate with so many ER cases fuelled by AI.

So do you think it would be difficult for me to secure a role in HR/People team without doing the qualification.

I’m keen to not fork out the £6k+ on the qualification if I could potentially secure a role using my transferrable skills.

Would work not pay at least something?

I am in a very senior position in HR and the qualification does not matter to me. Someone’s experience is more important. However, there are still some jobs that require the qualification.
My experience is that the qualification gives you the theory but the experience you gain from doing the job is far more valuable (However it has been 25 years since I studied for my CIPD.) Theory is great but in practice when dealing with people issues theory is not always the answer.

Yes they may do, I’m psyching myself up to have a conversation with my Director about that. It’s definitely a possibility, but budget is tight currently and I am not sure they would be able to justify it. They did pay to put me through a strategic leadership course last year that cost £2.5k and was really useful, so I feel a bit like I’m pushing my luck asking so soon. I’m kicking myself really as the CIPD qualification would have been a much better ask last year, especially as I already have an MBA. It’s probably worth a discussion though.

Why not look around at the possibilities, if they like you and think you can do the role, and really need you to have the qualification, won’t they sponsor you? It’s much easier to pass exams in things in which you have sone practical experience Good luck?

You can do the level 5 as an apprenticeship so it would not need to cost the company any money if they pay into the levy. You can also do the level 3 that way but this would be far to basic for you. The 7 may be more of a fit but this is not available through the apprenticeship.

That’s interesting @Jane1727to hear, thank you. I have loads of experience of dealing with difficult people issues both volunteers and staff. The bit I feel perhaps I am missing is the knowledge around employment law, work with trade unions in a restructure, disciplinary, grievance and termination processes- as although I have been involved in all of them I have always been guided through by colleagues in the people team. I guess that’s where I thought the qualification may help.

@FinallyHereyes I did think perhaps I should just throw in a couple of applications and see what happens. I could research employment law, etc online to help prep and see if I can sell my transferable skills. I spoke with CEO a few years ago about this and he seemed to think I would be able to transfer across to a senior position without needing the knowledge - but he’s far more optimistic than me and when I read the adverts I talk myself out of applying.

@tealandtealI did wonder about the apprenticeship route for level 5. I did my MBA in 2020 through an apprenticeship though, so I wasn’t sure whether I would be able to access a lower level qualification through the scheme again.

@afromom Sounds as if he might have a point. Bear in mind that women tend only to apply for roles when they have absolutely every requirement while men tend to think that matching on over 50% worth a punt.

it’s easier said than done, but face sort of change you are looking to make will be easiest if you can use your network to find a potential role rather than joining an organisation’cold’.

good luck.

You can access a lower level qualification if it is not in the same thing. I had a masters when I did my level 5 through the apprenticeship. If you are thinking about staying worth considering but might be worth seeing what is out there first. Good luck!

Thanks @FinallyHereI keep reminding myself of that statistic. I think I probably need to take the plunge and be brave, and perhaps consider a conversation with my Director to test the waters in my current place. I do have networks across the charity sector so I may be able to tap into some of them in other organisations, that’s a good call.

I really appreciate everyone’s guidance, it can feel like a bit of a lonely journey as you have to be careful what you say to colleagues and it’s not a very common move amongst my peers.

@tealandteal thanks that’s good to know, I may have a chat with our apprenticeship lead about that option and test the waters then.