Challenge

At a globally leading insurance company, career development for senior-level experts was restricted, as advancement to the executive level primarily required assuming leadership roles. Employees pursuing deep technical expertise had limited career opportunities without transitioning to management. To resolve this issue, a specialized Expert Career Track needed to be developed, complementing existing leadership paths while aligning closely with the organization's broader talent development strategy.

Approach

We supported the comprehensive design and integration of a new Expert Career Track:

Defined precise skill profiles aligned with existing talent segments and career clusters
Developed clear, transparent criteria for program eligibility and progression
Created structured program contents, addressing specific needs of expert functions
Ensured compatibility and synergy with ongoing initiatives
Prepared concise strategic documentation and messaging tailored specifically for C-Level stakeholder buy-in

Impact

Potential Levers

Key Takeaways

Established a structured career pathway tailored specifically to expert roles
Increased career attractiveness and laid the foundation for long-term retention of highly skilled employees
Ensured seamless integration with existing talent frameworks, strengthening the overall people strategy