Gaining upward mobility in a career can be challenging for those who break from the “traditional college path.” As a Human Resources leader, I see the challenges non-traditional learners experience in their careers when their abilities are measured against traditional and outdated hiring proxies. As a non-traditional learner, I have experienced these challenges as well.
Starting Over
Several years ago, I was a young single mother without a college degree and had a four year gap on my resume. Previously, I had completed almost two years of a college degree program where I studied Politics, Philosophy, and Economics. However I put my education on hold due to financial constraints. I had veered from the "traditional college path" and was terrified I would re-enter a cycle of poverty that my mother had worked to break me out of.
In highlighting a combination of previous employment experiences, transferable skills, and my desire to upskill, I earned a job that allowed me to get my foot back in the door to a career in Human Resources. It was a great role with a supportive manager that guided me through the process to secure a stipend for professional development. I also recognized a need for others to have access to similar upskilling and reskilling opportunities, and I created a professional development program at this company while engaging in my own studies.
Certificates Over A Degree
I was fortunate to have mentors who pointed me toward the SHRM Learning System and push me to take the exam. I committed to a rigorous study plan, which included attending evening classes and studying between caring for my daughter and working full-time. I began running as a way to see and feel short-term progress during a time when long-term progress in my career felt uncertain.
Within four months, I passed certification programs and gained two industry-recognized credentials (PHR and SHRM-CP) that unequivocally spoke to my capabilities as a Human Resources practitioner. Achieving my goal also gave me the confidence to go after roles with progressive responsibility. I was determined to advance my career in Human Resources and to enhance my life, and I have adopted a lifestyle that embraces the importance of lifelong learning.
Now an HR Pro, Promoting Workplace Cultures of Learning
In my role as Head of People Operations for Pearson's Credly, I aspire to lead others by encouraging a culture of upskilling, reskilling, and refocusing the ways individuals are provided opportunities in employment. I do this by building people practices that engage the workforce instead of creating barriers to entry.
Education is powerful, and yet gaining access to affordable education and professional development opportunities is still a challenge for many learners.
I encourage leaders to create a culture of lifelong learning in two ways:
- Anchor opportunities for upskilling and reskilling into the essential functions of every role.
- Build Human Capital practices that recognize and reward talent based on skills and verified achievements.
Practicing What I Preach
My professional development journey is far from over. In the past eight months, I have earned both the SPHR credential through the HR Certification Institute and the SHRM-SCP credential through SHRM. I am proud of my achievements not only because of the skills my achievements represent, but in the lessons I have learned along the way.
Brittany Storie is Head of People Operations – Credly. In January 2022, Pearson acquired Credly, the world’s leading platform for creating, issuing, and managing digital credentials. This acquisition expands Pearson’s presence in the workforce skills sector, helping to bring together end-to-end portfolio of workforce analytics, learning, assessment, and credentialing services to meet the needs of learners and employers in a rapidly changing global economy.