HR qualifications: A new era of professional development

The role of HR is undergoing rapid evolution, shaped by advancing technologies and globalisation. Amid these changes, the significance of qualifications in entering and progressing through the HR profession has come under renewed scrutiny. As the demands on HR professionals shift, questions arise: are current qualifications sufficient to meet the future needs of people management? Are traditional routes, such as CIPD membership, still the gold standard, or are alternative paths equally viable? Sam Pepperell, Associate Director at Macmillan Davies explores.

According to Macmillan Davies' 2025 HR Insights report, 61% of HR professionals currently hold a CIPD qualification, a decline from 67% in 2023. This decrease may point to a shift in the qualifications prioritised by employers or the growing appeal of alternative professional development routes. Additionally, 23% of HR professionals are Fellows of the CIPD, while 38% possess an HR degree or master’s degree. Notably, 18% of professionals are qualified solely by experience, with this trend distributed evenly across genders and age groups. These findings highlight the increasing value placed on practical experience in HR roles, reflecting a more diverse approach to career pathways.

The value of qualifications

For many HR professionals, CIPD qualifications remain synonymous with professional credibility, often considered the "gold standard" in terms of substance and learning. These qualifications provide a solid theoretical foundation, equipping individuals with a structured understanding of the profession.

However, as Sam Pepperell, Associate Director at Macmillan Davies, explains: “While the theoretical foundation that CIPD provides is undoubtedly beneficial, real-world HR scenarios often require hands-on experience that a qualification alone cannot replace.”

Obtaining a CIPD qualification can also be costly and time-consuming, posing challenges for individuals who already possess significant HR experience but may lack the resources to pursue formal accreditation. Additionally, not all HR professionals thrive in traditional learning environments; for some, alternative pathways such as on-the-job training, mentorship, or specialised certifications may better align with their career goals.

By mandating CIPD qualifications as a strict requirement, organisations risk narrowing the diversity of educational and professional backgrounds within the HR profession. While many job descriptions include CIPD as a prerequisite, Macmillan Davies’ discussions with hiring managers often reveal a stronger emphasis on practical experience. Increasingly, employers value hands-on expertise, stakeholder management skills, and commercial acumen just as much—if not more—than academic credentials.

Recognising the need for diverse approaches to professional development, Macmillan Davies offers initiatives such as Future Exec: The Academy. This programme provides free events and learning opportunities for HR professionals to deepen their expertise in specialist areas, build networks, and develop practical skills to advance their careers.

The future of HR professional development lies in inclusivity and flexibility. It should cater to individual and organisational needs, ensuring that talent, capability, and real-world impact—rather than a singular qualification—drive career progression.

Alternative routes

Despite the high regard for formal qualifications, the growing share of HR professionals qualified by experience alone challenges traditional norms. Practical expertise is increasingly recognised, prompting a re-evaluation of how best to equip HR practitioners for a dynamic future.

With nearly one in five HR professionals relying solely on experience, the field is embracing a broader spectrum of skills and knowledge. This trend raises pivotal questions: are formal qualifications still the best use of time and resources? How well do they address the evolving challenges faced by HR professionals in 2025 and beyond?

A changing landscape

As the profession evolves, so too must its approach to development. Continuous upskilling and adaptability are key, whether achieved through formal qualifications, practical experience, or a combination of both. While CIPD qualifications retain their prestige and utility, the growing acceptance of alternative routes underscores the need for a more inclusive and flexible approach to professional development.

In an era of transformation, the question remains: how can HR best prepare for the future while honouring its legacy? At Macmillan Davies we suggest that the answer lies in balancing tradition with innovation, ensuring all paths lead to excellence in people management.

HR Insights: A New Era

To find out how you can get your hands on the report, please contact Sam Pepperell at spepperell@mdhr.co.uk

Find out more about FuturExec: The Academy

To find out more about our programme, please click here.

If you would like to nominate anyone from your HR team to join The Academy or find out how you can support the programme by speaking at future events, please get in touch using the details below:
Sam Pepperell
07930 465030
spepperell@mdhr.co.uk