Career Pathing Strategies for Enterprise HR

Career pathing is how companies keep great people growing (and sticking around).

At its core, career pathing is creating a clear, intentional roadmap that shows each employee where they can go within your organization and what they need to do to get there.

Done right, it’s just as good for the business as it is for its employees. It helps companies plan for the future, build stronger teams, and avoid the churn that comes from people feeling “stuck” or overlooked. 

Instead of guessing what’s next, employees can see it—and aim for it. 

Your people want to know that they’re not standing still. Career pathing gives them direction, and gives leaders peace of mind that their talent strategy actually supports where the business is headed.

In this guide, you’ll get a clear, practical breakdown of how to design, implement, and continuously improve your career pathing program—from frameworks and tools to real-life strategies that work. 

You’ll hear the real perspectives from Mark Kazmierski, VP of Human Resources at Bisk. With over two decades in HR leadership, Mark brings a sharp, no-fluff perspective on what it really takes to build career pathing that serves both employees and the business. At BiskAmplified, we believe in practicing what we preach— Mark’s approach is a reflection of how we do things.

Let’s dig in!

Understanding the Career Pathing Framework

Steps in Developing a Career Pathing Framework

If you're building a career pathing framework from scratch (or trying to fix a clunky one), the key is to start with the business. That might sound backwards—after all, this is about people, right? But the most effective frameworks are built around what the company actually needs to succeed long term.

Here’s how to think about it:

1. Start with your org structure—without the names. Map out the functions and roles your company needs now and in the future. Then layer the people back in.
   
   
2. Define the skills that matter. What does each role require? What will be essential a year or two from now? This helps avoid investing in paths that lead nowhere.
   
   
3. Create clear role progression paths. Think of it like a game map. What does it take to move from Role A to Role B? Is it a certification, experience, exposure to a certain project? Spell it out.
   
   
4. Build in flexibility. Not everyone climbs the same way. Your framework should allow for lateral movement, skill pivots, and different kinds of growth.
   
   
5. Communicate it clearly. Employees can’t follow a path they don’t see. Make it visible, understandable, and accessible.
   
   
6. Review and update regularly. The business shifts, and so should the framework. Don’t let it get stale.
   
   

Career pathing isn’t about creating perfect plans. It’s about building a system that supports real career momentum—for the business and the people.

“What do they need to be responsible for? What accountability measures, what goals, what KPIs... That’s where the career path from an HR person starts—as a talent framework to make sure I have a succession plan at all times. Once I’ve layered the people’s names back on it, I can really start creating out and mapping out their career individually.”​‍

– Mark Kazmierski, VP of HR @ Bisk
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‍Key Components of Employee Career Pathing

Career Path Plan and Development

A career path plan isn’t a document you hand off once a year. It’s a living strategy that should evolve alongside both the employee and the business. Think of it as part roadmap, part toolkit—it should outline the steps forward, the skills to build, and the opportunities to explore.

A solid plan starts with clarity: what are the employee’s goals, and how do those align with the department and company objectives? From there, it’s about mapping the path forward in a way that’s flexible but structured. That might include role milestones, skill development targets, mentorship, and checkpoints to reassess along the way.

The most effective career plans are collaborative. It’s not HR driving it alone. It’s a partnership between the employee, their manager, and the broader talent team. Everyone needs to be invested—not just in where someone wants to go, but how that growth supports the business overall.

“On that map, hopefully there is a career target and a career goal... but then that’s where it goes back to now write your career path of, okay, I need to get this role. I'm in this role now. In order to get to the next role, I need to get these skills.”

– Mark Kazmierski, VP of HR @ Bisk

Done right, career path development becomes more than a retention tool. It’s a lever for performance, culture, and long-term organizational growth.
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Career Mapping Software and Tools

Career pathing doesn’t have to live in a spreadsheet. In fact, if it does, there’s a good chance it's underutilized. The right tools can turn a static plan into a dynamic experience—one that’s accessible, interactive, and tied to real-time learning and performance data.

Modern career mapping software allows HR teams to:

• Visualize career tracks across departments
  
  
• Match employees to future roles based on skills and readiness
  
  
• Track progress on development plans
  
  
• Integrate learning resources and upskilling pathways
  
  
• Provide managers with visibility and guidance for coaching conversations
  
  

The best platforms don’t just offer templates—they give you a system to track, adjust, and scale your career pathing strategy.

Modern career mapping software transforms static career plans into dynamic, interactive experiences that align employee aspirations with organizational needs.
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Career Pathing Programs for Enterprises

Career pathing at the enterprise level isn’t a plug-and-play initiative—it’s a long-term program that requires alignment, intentionality, and leadership buy-in. When done well, it becomes part of the organization's DNA, influencing everything from talent acquisition to leadership development.

Enterprise programs should be built to scale, but also to adapt. That means:

• Embedding career pathing into performance management and L&D efforts
  
  
• Linking it with succession planning and workforce forecasting
  
  
• Equipping managers with the tools and training to have real career conversations
  
  
• Designing flexible frameworks that support different growth paths—lateral, vertical, and cross-functional

The strongest programs also include clear internal messaging. Employees should know career development is more than a buzzword—it’s a real opportunity with real structure behind it.

And most importantly, these programs must be business-first and people-focused. That means designing career growth in a way that fuels both retention and performance—while never losing sight of what the company actually needs to grow.
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Benefits of Career Pathing for Enterprises

Career pathing isn’t just a feel-good initiative—it’s a business strategy with measurable outcomes. When done well, it strengthens the core of the organization by developing internal talent, improving retention, and aligning skills with long-term goals.

Here’s what effective career pathing brings to the table:

• Improved Retention: When employees see a clear future with your company, they’re less likely to seek it elsewhere.
  
  
• Higher Engagement: Growth drives motivation. Career conversations and visible development paths foster a more energized, proactive workforce.
  
  
• Internal Mobility: Rather than recruiting externally for every open role, you’re able to move people across the business, faster and with more confidence.
  
  
• Leadership Development: A robust pathing strategy creates the bench strength you need to fill key roles without disruption.
  
  
• Skill Alignment: Helps ensure the organization is investing in the right capabilities to meet future demands—not just reacting to talent gaps.
  
  

Mark Kazmierski puts it simply: 

“The role of HR isn’t to develop people at the expense of the business—it’s to align employee growth with company sustainability. Career pathing is how you do both.”

– Mark Kazmierski, VP of HR @ Bisk
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Boosting Employee Engagement and Retention through Career Pathing

Retention isn’t just about pay or perks—it’s about purpose. Employees are more likely to stay when they feel their work is leading somewhere, and career pathing creates that sense of direction.

When career development is embedded into your culture, it signals to employees that the company is invested in their future. And when that investment is visible—through learning opportunities, internal mobility, and transparent growth paths—it pays off in loyalty and performance.

Mark Kazmierski highlights this reality well. He doesn’t sugarcoat it: not everyone should be retained at all costs. But identifying high-potential talent and actively supporting their growth? That’s where the real ROI of career pathing kicks in.

Engagement thrives when employees feel seen and supported. Career pathing gives them a reason to care—and a reason to stay.

“I’m actually not going to be the one to say we should retain everybody all the time... You definitely want to put a focus on and a laser on your high potentials for retention efforts, because if they’re your succession plan... you’ve got a sustainability concern if they leave.”​

– Mark Kazmierski, VP of HR @ Bisk
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Creating a Clear Career Pathing Strategy

Once the framework is built, the real work begins: embedding it into the day-to-day rhythm of the organization. A career pathing strategy isn’t just about defining roles and skills—it’s about making growth part of how your company operates.

Here’s how to bring your framework to life:

1. Integrate with Performance Management

Career conversations shouldn’t happen once a year during review season. Equip managers to tie development goals to performance discussions and revisit them regularly. Progress on a career path should be as measurable as performance metrics.

2. Connect with L&D and Tuition Benefits

Align your internal learning programs (or external partnerships) with the skills your framework prioritizes. For example, if moving from mid-level manager to senior leader requires strategic thinking, offer access to a targeted course—or guide employees toward tuition support for a related degree.

3. Build Succession Planning into the Flow

A good career pathing strategy supports both the individual and the business. Use career plans to feed into succession planning and help identify high-potential talent before gaps appear.

4. Equip and Empower Managers

Managers are often the bridge between career plans and real progress. Train them to recognize development opportunities, advocate for internal movement, and guide their team members’ growth—not just task completion.

5. Track, Measure, and Adapt

Establish clear metrics for success—internal mobility, retention of high-potentials, time-to-fill for key roles. But also gather qualitative feedback from employees. Do they understand the paths available to them? Do they feel supported in their growth?

A career pathing strategy is only effective if it’s activated consistently across teams. It has to move from policy to practice—and that means equipping people at every level to make development part of their everyday work.

“You now have this kind of conundrum or this crossroad where people are like, well, I want to help people get better for the benefit of just the people. Whereas the company is like, well, we got to go in this direction over here... That could be a conflict of interest... It truly needs to be a balance.”​

– Mark Kazmierski, VP of HR @ Bisk
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Career Paths vs. Career Maps vs. Career Development Plans

In HR conversations, terms like career path, career map, and career development plan often get tossed around interchangeably—but they’re not the same thing. Each serves a different function in how people grow within an organization.

Career Path

Think of this as the journey. It’s the big-picture view of where someone can go within your organization. Career paths often show progression from entry-level to senior roles, and may include multiple possible directions—not just one ladder.

Career Map

The map is more tactical. It lays out the steps—skills, experiences, and achievements—required to move from one point to another on the path. Mark Kazmierski likens it to a game map: parts of it remain locked until someone gains the right education, exposure, or experience.

“Think about the game map that you're looking at... that career over there is off limits until you get this education or until you get this experience.”​

– Mark Kazmierski, VP of HR @ Bisk
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Career Development Plan

This is the most personalized piece. A development plan is co-created between an employee and their manager, outlining specific actions and timelines that help the employee move forward on their map and path. It’s tactical, trackable, and unique to the individual.

Why the distinctions matter:
When organizations blur these concepts, career growth becomes unclear. Employees don’t just need a vision—they need a path, a map, and a plan to get there. Treating each of these as distinct but connected pieces helps turn career development into a system that actually works.
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Developing a Career Development Roadmap

If the career path is the destination and the career map is the terrain, then the career development roadmap is the turn-by-turn directions. It bridges vision and action—turning aspiration into progress.

A great roadmap answers:

• Where am I now?
  
  
• Where do I want to go?
  
  
• What do I need to get there?
  
  
• How will I know I’m making progress?

What it includes:

• Target role(s): Clear goals that align with both employee interest and organizational need.
  
  
• Required skills/competencies: What the employee must demonstrate to level up.
  
  
• Learning opportunities: Courses, certifications, and experiences that build readiness.
  
  
• Milestones and timelines: Key checkpoints to maintain momentum.
  
  
• Manager alignment: Ongoing conversations and coaching to guide the journey.
  
  

Mark Kazmierski often emphasizes that employees shouldn’t wait for HR or their manager to hand them a plan. Career roadmaps are most effective when employees take ownership and use tools and support from their organization to move forward.

“Always invest in your own career path, do not allow yourself to be fooled into thinking others are doing it for you... Unless your career path is in the same lockstep that theirs is and they made their career path gets better because of yours.. that’s different.”​

– Mark Kazmierski, VP of HR @ Bisk
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More Tools and Resources for Effective Career Pathing

The success of a career pathing program depends on more than just good intentions and frameworks—it relies on the tools that help employees and HR teams bring those plans to life.

Templates and Frameworks

1. Career Path Template: HiBob offers a comprehensive career path template designed to help organizations map out potential career progressions for their employees. This template brings clarity to individual aspirations and aligns them with organizational goals.

2. Industry-Specific Career Mapping Templates: SlideTeam’s editable presentation bundle provides career mapping templates for roles like Scrum Master, marketing professionals, project managers, and SEO specialists.. Each template outlines role progression, skill development areas, and responsibilities—making it ideal for tailoring plans by function.

3. Career Development Plan Template: The Society for Human Resource Management (SHRM) offers a detailed employee career development plan template. It guides users through developing long-term career objectives, identifying short-term goals, and outlining actionable steps to achieve them.

Integrating these resources into your career pathing strategy can provide structure and clarity, facilitating meaningful development conversations and actionable plans for employee growth.
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Continuous Improvement in Career Pathing

Career pathing isn’t a “set it and forget it” initiative. Just like your business evolves, so should your approach to employee growth. The best programs are built to be flexible, revisited regularly, and guided by real feedback.

How to keep your strategy fresh and effective:

• Measure what matters: Look beyond retention and internal mobility. Track engagement with development resources, employee satisfaction with their growth opportunities, and the rate of skill acquisition.
  
  
• Incorporate feedback loops: Pulse surveys, 1:1s, and stay interviews can reveal how employees experience career growth—or where they feel stuck.
  
  
• Adapt to business needs: Reassess your framework whenever the organization pivots, expands, or shifts focus. What mattered last year might not fit next year’s plan.
  
  
• Celebrate mobility: Highlight internal promotions and career shifts. It shows people the system is working and reinforces that growth is possible.
  
  
• Invest in manager enablement: Managers are the frontline drivers of development. Keep equipping them to coach, guide, and support growth conversations.

Our Mark Kazmierski said it best: great HR doesn’t just design the system—it sustains it. Career pathing isn’t a one-time launch. It’s an ongoing strategy that gets better with use, input, and iteration.

“I’m not going to create career paths and journeys and maps if it’s not going to benefit the company’s future success... Yes, employee engagement, employee retention, employee satisfaction—all of that is part of my future success. But the more that I tweak job roles... the more unique that role becomes so that I can never lose that person.”​

– Mark Kazmierski, VP of HR @ Bisk
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Conclusion: The 80/20 of Career Pathing

If there’s one thing to take away from this guide, it’s this: career pathing isn’t about building perfect plans for every employee—it’s about creating a system that helps people and the business grow together.

When done right, career pathing becomes more than a retention strategy. It becomes part of your culture. A visible, repeatable way for people to navigate their careers—and for organizations to invest wisely in the talent that drives them forward.

Mark sums it up with clarity: you can’t develop people at the expense of the business. But you also can’t build a sustainable business without investing in your people. The real magic happens in the balance.

So whether you're just getting started or refining what’s already in place, focus on the 20% of effort that drives 80% of the value:

• Align pathing with business goals.
  
  
• Give employees visibility and ownership.
  
  
• Support it with real tools, training, and learning opportunities.

And most importantly—keep improving it.

Because the future of work is dynamic, and your career pathing strategy should be too!

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