The Value of HR Expertise: My Route to Chartered FCIPD

Experience Assessment for Chartered Member (MCIPD)

After working in the people profession for many years, I decided in 2022 that I would undergo the experience assessment route to become a Chartered Member of the CIPD (MCIPD). I’ve seen first-hand how HR expertise at a senior level transforms leadership. It also enhances organisational capability and growth. I was fortunate to have experience in organisations who were willing to invest in professional HR leadership. This enabled them to gain a competitive advantage and build long-term business resilience.

With a demanding full-time role and a young family, undertaking further postgraduate study wasn’t an option. However, I knew that the experience assessment route would provide a rigorous yet time-efficient way to gain professional recognition. Though it required less time and financial investment than formal study, I knew it would demand deep reflection. It would also require strategic articulation and the ability to evidence leadership impact.

The assessment consisted of two key elements:

A comprehensive online submission detailing strategic contributions and leadership impact
A professional discussion with an assessor

In addition, two references are required from colleagues or clients who can vouch for your work. I wrote thousands of words for the online assessment and prepared for a lengthy professional discussion with the upshot that I successfully achieved MCIPD status in June 2023.

Overall, I found that process very thorough but enjoyable. It was really useful to reflect on my experience and the impact I made in my work. Having that recognised formally was incredibly satisfying.

Moving on to Chartered Fellow status…

Feeling elated and in assessment ‘mode’ after the MCIPD result, it did cross my mind to apply for the Chartered Fellow status shortly after. However, I told myself I’ll wait for a few years. I expected my experience over the next few years to expand in order to justify being recognised as a senior strategic HR professional.

Just over one year later, in Autumn 2024, the CIPD membership team emailed me. They suggested that I might be eligible for an upgrade to Fellow. I immediately seized the opportunity!

The recent consulting experience gained in Hong Kong and solid leadership roles in the UK gave me the confidence to go forward with the upgrade. This time, I didn’t have to submit professional reports. The assessment was solely through a video call with the assessor. However, I was required to submit my up-to-date resume in advance.

To prepare for the video call, I re-read the assessment I prepared for the Chartered Member assessment. I watched Garin Rouch’s very helpful Youtube video. I also used the CIPD’s profession map to map my experience against the standards for Chartered Fellow status.

The video assessment was structured, challenging, and required me to articulate the long-term strategic impact of my work succinctly. Two weeks later, I was thrilled to learn that my assessment was successful. I could now put Chartered FCIPD after my name.

Useful advice for others considering the Upgrade..

Reflecting on this journey, I’ve identified several insights that may help others considering the experience assessment route:

The Power of Reflection

The assessment process forces you to step back and critically evaluate your professional contributions. We’re often so focused on delivery that we forget to assess the long-term impact of our work. Taking the time to document strategic influence is invaluable—not just for CIPD assessments, but for professional confidence and career growth.

Long-Term Strategic Impact Matters

At Chartered Fellow level, the emphasis shifts to sustained, long-term business impact. Be prepared to demonstrate how your leadership has influenced not just HR, but organisational strategy, culture, and transformation.

During the assessment, I was asked key questions, such as:

How has my work influenced senior leadership decisions over time?
What transformation initiatives have I driven, and what measurable outcomes have they delivered?
How have I shaped business strategy, beyond HR?
How do I role model ethical leadership and coach senior executives?

Preparation is Crucial

For Chartered Member status, I spent several weeks reading, reflecting, and drafting my submission. The professional discussion was thorough, but the assessors are there to guide rather than catch you out.

For Chartered Fellow assessment, I highly recommend pursuing the upgrade within a year or two of MCIPD assessment. This is advisable if your responsibilities and strategic influence have grown. Much of the groundwork is already laid, and if you’ve progressed in seniority, it’s an investment worth making.

Build a Compelling Narrative

Taking time to articulate your leadership impact with clarity and confidence is a skill that extends beyond CIPD assessments. It helps in boardroom discussions, executive coaching, and shaping organisational strategy.

To prepare, consider reflecting on:

Thought Leadership: How have I influenced the HR profession beyond my organisation? Have I mentored or coached others? How do I integrate continuous learning (books, podcasts, research) into my practice?
Long-Term Strategic Contribution: What change and transformation initiatives have I led? What measurable impact did they have over time? What did I learn from these experiences?
Business Influence: How have I shaped business strategy? Who are my key stakeholders, and how have I influenced them? How can I demonstrate a deep understanding of business needs?

In summary: recognising the impact of HR:

HR is a challenging and often underappreciated profession, yet great HR leadership has a profound impact on organisations. Taking the time to reflect on your professional contributions—and having them formally recognised—is both validating and valuable.

I hope this has been helpful for anyone considering upgrading their CIPD membership based on experience. The journey is well worth it, and I encourage anyone working at a senior strategic level to seek the recognition they deserve!