Strengthen the Bond: Why HR, L&D, and Managers Need to Unite on Corporate Upskilling
The modern talent landscape is undergoing a significant transformation, driven by employees’ demand for continuous learning and career advancement. Recent data from a Seismic study showed that 75% of Millennials and 79% of Gen Z employees would actively seek new roles if their employer didn’t offer upskilling opportunities.* This isn't just about careers—it's about a fundamental catalyst that powers individual, departmental, and organizational growth.
Yet many organizations still treat learning and workforce development as isolated events rather than as collaborative strategies. Even as they onboard the latest e-tech that teaches the latest in-demand skills, they still cling to old frameworks. To succeed, HR and Learning & Development (L&D) teams must bond together with team managers—who best understand employee needs—to embed continuous learning and professional certification into daily workflows.
Through this collaboration, HR and L&D can demonstrate strategic value by moving beyond transactional training programs to build an engaged and skill-ready workforce.
But to see real impact, the connection between learning, performance, and daily workflows needs to get a lot stronger and a lot more intentional.
Corporate Training Elements for Success
The key to unlocking success lies in a strategic collaboration among HR, L&D, and managers. These three groups need to align together to identify the precise mix of knowledge, hard and soft skills, and capabilities required for long-term growth. Together they can formulate workforce development plans that are directly tied to financial career paths ensuring that every initiative is not only relevant, but also effectively integrated into employees' daily workflows.
In order to achieve optimal organizational performance, this collaboration must be purposeful. By aligning on critical skills and credentials, HR, L&D, and managers can craft powerful learning experiences that are seamlessly embedded into daily tasks. Instead of just designing workforce development programs, they make learning a part of everyday work and give employees the tools and upskilling opportunities when they need them. When managers see tangible benefits, such as increased productivity and engagement, they can become powerful advocates for continuous learning investments.
A Case for Collaboration: Sealing Leaks in the Financial Talent Pipeline
The financial services industry is grappling with a significant talent crunch that’s threatening long-term stability. Nearly 71% of new financial advisors leave the industry within five years, according to a 2025 report by Cerulli Associates. This high attrition rate is colliding with a demographic shift—38% of financial advisors, who manage 42% of industry assets, are likely to retire within the next decade, according to McKinsey & Company. This combination is putting serious pressure on HR and L&D leaders to rethink how to upskill employees and retain them.
The challenges that sit between “hire” and “retire” only add to the pressure. Certifications and licensure are often required milestones on that path, but too many employees are left to navigate them alone—without support, study time, or long-term career guidance. Solving for the entire hire to retire journey will require synthesizing isolated efforts across HR, L&D, and managers. That includes structured support for licensure and certification such as dedicated time for exam preparation, access to test prep resources and clear communication on how each credential supports their career advancement. This integrated approach is crucial for building a strong financial talent pipeline.
The Potent Compound of Partnership
Organizational and individual growth happens when employees see a clear future—and have the tools necessary to reach it. When they’re supported in building new skills and earning industry credentials, confidence rises, performance improves, and retention strengthens. Structured learning paths, allocated study time and financial support for certification prep all play a role. For people and learning leaders these tools and support systems are a key driver of employee engagement and loyalty.
HR and L&D may design the employee training programs, and managers may guide the day-to-day, but lasting impact happens when they work together. Their collaborative efforts ensure that learning fits the needs of the business and the realities of the team. This partnership is a potent compound that transforms individual potential into collective success.
Discover how Kaplan's comprehensive suite of financial education and professional development solutions can empower your workforce and drive growth. Contact us to learn more.
