Career Pathing is Vital to Talent Management

January always brings a surge in job seekers; this year is no exception. 2018 saw record numbers of American employees leave their jobs, and employers struggled to attract and retain talent. Career pathing vital talent management efforts may be the solution businesses need. Is 2019 the year to introduce career paths to your business to prevent a talent exodus?

What is Career Pathing Talent Management?

Career pathing empowers your employees to create their path for career development, focusing on both vertical and lateral opportunities. It takes them through an easy-to-follow process encompassing an in-depth evaluation of their career goals, current experience, personal characteristics, and the skills they need to attain to meet those aspirations.

Why is it important?

Building the 21st-century career emerged as the third most crucial trend in Deloitte’s Human Capital Survey 2018. Still, the report notes a marked disconnect between company development programs and today’s career paths. Nearly 75% of employers suggest that their career paths are no longer based on a traditional hierarchy, but almost half base their programs on the skills needed to follow a conventional career path.

Bridging that disconnect and engaging your employees with a personalized HR experience is also predicted to be a key trend in 2019. A central component of this strategy is customizing where each of your employees is in their career cycle, i.e., career pathing. As each employee is unique, each career path is also exceptional.

Career pathing for talent management gives HR visibility into employee aspirations and supports internal mobility programs that reflect your culture and business goals. It enhances employee development and engagement and supports your succession planning program.

Who Are Talent Managers?

Within most organizations, talent managers champion employee potential. They align individual career ambitions with broader company goals, helping to ensure that both employees and the business grow together. Unlike traditional HR generalists, talent managers focus on succession planning, internal mobility, skills development, and strategic workforce planning.

Within the broader framework of talent management and career development, talent managers act as navigators who help employees find meaningful paths within the organization. They are central to building a sustainable talent management program driving talent development and business performance. In today’s dynamic work environments, the role of talent managers is evolving to be more agile, tech-enabled, and people-centered than ever before.

Roles and Responsibilities of a Talent Manager

Talent managers’ responsibilities cover the workforce’s day-to-day and big-picture needs. They help identify standout performers using performance metrics, support employee growth through coaching and mentorship, and prepare for the future through strong succession planning. Just as importantly, they work to create an inclusive environment by giving everyone access to the tools they need to develop.

Career and talent management professionals build pathways that help employees move within the organization and reach meaningful goals. Their initiatives tie together career planning and talent management, helping people strengthen their roles today while preparing for what’s next. Talent managers are instrumental in turning organizational goals into actionable, people-focused strategies that drive engagement, productivity, and retention.

How Can You Become a Talent Manager?

Talent managers wear many hats when it comes to helping a workforce thrive, both today and in the long run. There’s more to someone than what’s written on a résumé. They rely on performance trends and behavioral insights to spot those who can grow. A big part of their job is building strong mentor relationships, supporting peer learning, and developing leaders through well-planned succession efforts. They also play a key role in ensuring growth opportunities, not just a select few, are available to everyone.

To excel in career and talent management, professionals must also build experience in workforce planning, employee engagement, and leadership development. As more organizations prioritize talent management career path frameworks, the demand continues to grow for specialists who can design development programs that are both scalable and tailored to individual needs. Building a strong professional network, staying informed about industry innovations, and demonstrating tangible performance improvements are all essential steps toward building a successful career in this field.

Best Practices for Getting Started with Career Pathing Talent Management

Implement a visible career development strategy: Internal mobility encourages your staff to create a career path that meets their aspirations. Empowering people to develop their careers enhances engagement and retention and fosters a culture that attracts external talent looking for an employer to support their professional growth. Research from the Conference Board suggests that only 37.5% of people are happy with the potential for growth in their current job, while 57% believe that the only way to achieve their next career move is to leave their employer.
Focus on all employees, not just the C-suite: Not all employees have aspirations to become managers, but a successful internal mobility program will enable a variety of career moves, including lateral roles and even a step back if needed. Employees not seeking promotion will also welcome the opportunity to grow and learn new skills. Implementing a lattice, rather than a ladder framework, enables individuals to move into a new role where they can learn new skills, with the prospect of a promotion in the future.
Support continuous performance management: Career pathing for talent management can support a continuous performance management program. Include career development and aspirations as part of your regular employee check-ins. What skills do they need to develop to achieve their career goals? Where do they see themselves in the next 12 months and beyond? Their responses will enable HR to provide appropriate training and development.

6 Skills You Need to Become a Talent Manager

1. Strategic Thinking

Think beyond daily HR functions and take a long-term, strategic approach to workforce development. Strategic thinking bridges the gap between business strategy and people strategy and enables you to anticipate leadership transitions and future skills needs.

2. Emotional Intelligence

This helps you build relationships, resolve conflicts, and understand what motivates each employee. Talent managers with high emotional intelligence create psychological safety and trust, essential for meaningful career development conversations.

3. Data Literacy

You don’t need to be a data scientist, but you must be comfortable interpreting engagement scores, performance trends, skills gaps, and ROI. Data-driven insights guide decision-making and help personalize development programs.

4. Coaching and Mentorship

Coaching means asking the right questions, giving constructive feedback, and encouraging growth. Talent managers who excel here foster morale, belonging, and long-term employee engagement.

5. Communication

Whether facilitating training, drafting development plans, or promoting internal mobility programs, communication is key. Clear, consistent messaging ensures alignment, trust, and program success.

6. Adaptability

Adaptability ensures talent managers stay flexible in response to change—new tools, shifting business goals, and evolving workforce expectations. It’s essential for building career frameworks that reflect modern work realities.

Align Internal Mobility with Business Goals

Implementing a career pathing program is straightforward, but talent moves must support the business strategy. Use job competency data and career mapping tools to guide fair, strategic decisions. Accurate skills assessments and well-defined roadmaps are critical.

Support your talent management strategy now with award-winning software from TalentGuard. Our career pathing software helps employees explore multiple scenarios, review competencies, and close skills gaps to achieve growth goals.

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FAQ’s

How do I start a career in talent management?

Begin in HR, organizational development, or a related field. Move from HR generalist or recruiter roles toward specialties like internal mobility, development, or succession planning. Certifications and networks help too.

Is talent acquisition a good career path?

Yes. It’s a strategic, flexible career that often leads to broader talent management opportunities. Skills in branding, recruitment, and workforce strategy can transition into leadership roles.

What is the career path for a talent development specialist?

Start in L&D or HR training roles. Advance into strategic positions that influence company culture and performance. Eventually, move into senior talent roles or organizational leadership.

Is talent management the same as HR?

No. HR covers admin, payroll, and compliance. Talent management focuses on people development—career pathing, succession planning, mobility, and engagement. It’s the strategic arm of HR.