I’m excited to share that I’ve officially achieved Associate Membership with the CIPD after successfully completing my CIPD Level 5 Associate Diploma in People Management. This marks a significant milestone in my professional journey — not just because of the qualification itself, but because of everything it represents.
This year-long course was delivered in-person over two evenings a week at my local college. Juggling that commitment alongside my full-time role at TBL, home life, and being a full-time working mum was no small feat — so to say I’m proud is an understatement. It’s been a real test of stamina, focus, and discipline, and it’s reaffirmed my passion for HR and the value of lifelong learning.
But more importantly, it’s a qualification that will directly benefit TBL — not just today, but long into the future.
How this learning supports TBL’s growth and people strategy
Over the past 12 months, I’ve studied seven core modules — each designed to build professional competence, strategic insight, and practical tools that I can apply in a business context. Here’s how each area of study will continue to add value to TBL:
1. Organisational performance and culture in practice
This module explored how organisational culture, values, and behaviours shape performance. At TBL, where we’re deeply values-led and purpose-driven, this learning helps me embed our culture more intentionally — ensuring it remains a strong thread across recruitment, onboarding, engagement, and beyond. It also supports how we align performance goals with our 4-day week and sustainability ethos.
2. Evidence-Based Practice
One of the biggest takeaways was how to make HR decisions grounded in data and insight. I’ve already started applying this by developing early-stage people metrics dashboards and performance insights to support leadership decision-making. As we grow, having a clear handle on our people data will help us scale sustainably and improve the employee experience with confidence.
3. Professional behaviours and valuing people
This reinforced the importance of integrity, inclusivity, and ethical practice in everything we do. It’s informed how we train managers, shape our policies, and approach team engagement — ensuring people feel respected, supported, and heard. It’s also helped me role model professional behaviours internally and externally, especially through my CIPD volunteering and committee work.
4. Employment relationship management
This practical module strengthened my confidence in handling employee relations, conflict resolution, and policy development. I’ve applied this learning through supporting restructures, managing sensitive cases, and supporting line managers to navigate ER issues confidently. It’s also shaped the development of our employee handbook and how we handle internal communications and feedback loops.
5. Talent management and workforce planning
TBL is growing, and ensuring we attract, retain, and develop the right people is critical. This module gave me the tools to approach workforce planning more strategically — identifying skills gaps, forecasting future needs, and shaping development plans with team leaders. It’s particularly useful as we bring in more student placements and interns and build career progression pathways.
6. Reward for performance and contribution
Understanding how reward strategies can drive motivation and performance has impacted the way we shape benefits and recognition. From our EV salary sacrifice scheme to our co-working fund and bonus scheme, I’ve been applying what I’ve learned to enhance our EVP and ensure our approach to reward aligns with fairness, transparency, and performance.
7. Leadership and management development
This module helped me think about how we build leadership capability internally — not just for today, but for the future. It’s informed how I support line managers, delegate responsibilities, and begin to introduce frameworks for coaching, feedback, and leadership growth. It also links closely with my own development as a strategic people leader.
Why CIPD Associate Membership matters
Becoming an Associate Member of the CIPD means you’re recognised as a competent, ethical, and credible people professional. For TBL, it offers reassurance that our people function is underpinned by best practice, professional standards, and up-to-date knowledge. For me, it’s a platform to continue building my expertise, contribute to the profession through volunteering, and progress towards Chartered status in the future.
What’s next?
This qualification isn’t the end — it’s just a foundation. It supports my current work leading HR, Finance, and Sustainability at TBL, but also sets the stage for my future growth. I’m excited to keep using what I’ve learned to shape a people function that truly supports the business, empowers the team, and stays aligned with our values as we grow.
To anyone considering the Level 5 journey: yes, it’s a big commitment — but it’s worth it. The learning is rich, relevant, and incredibly impactful. And the personal growth? That’s the part I’m most proud of.
