The CIPD: Time to Rethink Its Role as HR's Learning Hub?

The Chartered Institute of Personnel and Development (CIPD) has long positioned itself as the cornerstone of professional development for HR leaders. But as the workplace continues to rapidly evolve, the question we must ask is whether the CIPD is keeping pace—or has it become disconnected from the needs of modern HR professionals?

Tanya de Grunwald’s recent critique of the CIPD raises some hard-hitting questions about its relevance. Eye-watering salaries for senior leadership, dwindling membership satisfaction, and a lack of practical, value-driven support have led many HR leaders to wonder if the CIPD is still their ally—or if it has lost its way.

Big Budgets, Bigger Disconnect?

One of the most striking revelations is the financial gulf between the CIPD’s leadership and the professionals it serves. With six senior CIPD staff earning over ￡180,000 and CEO Peter Cheese raking in nearly ￡300,000, these figures don’t align with the struggles of the HR community navigating tight budgets, rising costs, and workforce challenges.

For an organisation that prides itself on championing workers’ rights, this raises a pressing question: who is championing the HR professionals footing these costs?

Losing the Plot on Purpose

The CIPD’s recent Annual Report reads like an identity crisis in action. Instead of centering its role on supporting HR professionals with clear, evidence-based guidance, the report veers into societal activism, emphasizing diversity, equity, and inclusion (DEI) while sidelining practical business needs.

Of course, DEI is a vital part of modern HR. But when an organisation leans so heavily into activism that it forgets to address the real-world challenges faced by its members, it risks alienating the very people it was created to support. HR leaders aren’t just looking for ideological alignment; they need tools, frameworks, and resources to succeed in their roles.

HR Professionals Speak Out

De Grunwald’s post highlights the growing discontent among HR professionals. Many feel the CIPD’s focus on activism has overshadowed its duty to act as a learning hub and peer network for HR practitioners.

Several senior HR professionals have expressed their frustrations:

• A lack of practical guidance tailored to the realities of managing modern, diverse workforces.
• Overemphasis on societal issues at the expense of actionable advice for workplace challenges.
• Rising fees for membership and training that no longer deliver clear value.

This dissatisfaction is not isolated. It reflects a broader disconnect between the CIPD and its members, many of whom are navigating complex workforce issues that require strategic, outcome-focused support.

Is the CIPD Still a Peer Learning Factory?

The core of the CIPD’s role should be as a peer learning factory—a place where HR professionals can collaborate, learn, and grow. However, it seems that this critical function is being diluted. Instead of engendering innovation and practical application, the CIPD appears to be grappling with its identity, trying to be everything to everyone and losing sight of its foundational purpose.

The HR landscape is shifting toward outcome-based working, strategic workforce planning, and solutions-driven approaches to people management. HR leaders are looking for peers and organisations that empower them to align with these trends. Yet, the CIPD appears rooted in outdated practices, leaving many professionals to seek alternative support networks.

The Opportunity for Disruption

This dissatisfaction opens the door for disruptors to step in and reshape the narrative. HR leaders are hungry for:

1. Practical Guidance: Real-world tools and advice to solve the challenges of hiring, retaining, and managing a modern workforce.
2. Peer Learning Communities: Spaces where HR professionals can connect, share ideas, and drive innovation.
3. Outcome-Based Approaches: Training and resources focused on achieving measurable results, not just ticking boxes.

Organisations like ours, The Find Your Flex Group, are stepping into this gap, offering HR leaders tailored support, peer-led discussions, and solutions that prioritize flexibility and business outcomes.

The Way Forward for HR

The question remains: can the CIPD course-correct and regain its position as a trusted ally for HR professionals? Or will its focus on ideology and internal priorities continue to alienate its base?

For HR professionals, the time to demand more from their learning and support networks is now. Peer learning, practical tools, and outcome-driven solutions aren’t just “nice to have”—they are essential to navigating the challenges of a modern workforce.

At the Find Your Flex Group, we’re committed to fostering meaningful change. Our upcoming events and ongoing research into outcome-based working aim to fill the gap left by traditional institutions like the CIPD. We invite HR professionals, business leaders, and disruptors to join us in reshaping the future of HR.

Let’s start the conversation. What do you need from a professional organisation to succeed in today’s HR landscape? Share your thoughts below. It’s time to rethink, realign, and reimagine the support networks that drive the HR profession forward.