The Consult

At HRP, career development isn’t a checkbox. It’s a continuous, personalized journey. That’s why we created the Career Advocacy Program (CAP), a dynamic initiative that supports employees at every stage of their professional growth. As we celebrate National Career Development Month this November, it’s a great time to highlight how CAP is changing the way career support works in the workplace.

CAP offers more than the traditional mentor-protégé model. It focuses on flexibility, consistency, and strategic engagement. Instead of simply matching employees with mentors, CAP provides a structured and adaptable system that encourages growth, builds strong relationships, and connects personal goals with company objectives.

The program uses a coach-player model to encourage regular, purposeful interactions. Coaches serve as advocates who help employees navigate onboarding, set goals, and build personalized Career Management Plans tailored to their experience—whether they’re just starting out or aiming to expand their impact.

CAP is designed to adjust as employees’ schedules, workloads, and interests change. Meetings are recommended every month, but the timing can be customized. This flexibility helps keep career conversations active, even during busy periods.

The CAP is built around key milestones that guide employees through a year of reflection, planning, and progress. From the kickoff to the final wrap-up, each meeting offers an opportunity to review goals, celebrate wins, and prepare for what’s next. Consistency is one of CAP’s greatest strengths, recurring meetings and alignment with performance reviews keep career development front and center.

Employees know they have someone in their corner, and that support builds confidence and engagement. As one participant shared, “I feel it’s super valuable. It’s nice to have a separate outlet to talk about career goals and to get to know other people in the company and learn about what other offices are doing.”

CAP also features a Coaches Forum, a space where coaches share insights, feedback, and best practices. This collaboration helps coaches support players more effectively, even when challenges fall outside their usual expertise.

To complement CAP, HRP offers annual workshops called HRP 101, 201, and 301. These are based on employee tenure and provide targeted learning that matches company expectations and evolving responsibilities. Each workshop builds on the last, reinforcing core knowledge and introducing new ideas for each stage of an employee’s career.

CAP reflects HRP’s commitment to growth. By making career advocacy part of our culture, we show employees that their development truly matters.

As we recognize National Career Development Month, we’re proud to share CAP as a model for meaningful career investment. It’s more than mentorship. It’s a flexible, consistent, and empowering journey that helps employees take charge of their careers, with full support from HRP. Whether you’re new to the company or a seasoned professional, CAP is here to help you grow, set your path, and thrive.