Explore your career options

What this achieves

Career exploration shows where the job you hold can lead, using the progression routes your company has published. You can also pick any two roles and ask what the route between them looks like.

Required role: Manager or Employee.

Steps

Go to Career & Growth → Explore Paths.
Read Recommended Paths for the progressions suggested from your current role.
Select Open on one to see the whole route, or View role to read a role’s requirements.
Under Find a Path, choose a From Role and a To Role.
Select Find Paths.
Select View Details on a route, or Set as Target to aim at it.
Read Skill Gap Analysis for the distance to your target role.

Recommended paths

Each recommendation shows where you are now, what comes next, roughly how long that step usually takes, and how many skills you would need to develop.

The time estimate comes from the typical duration recorded on the path’s steps. It describes how long people generally spend at that step — it is not a prediction about you and it is not a commitment from anyone.

Example: James Whitfield sees a recommended path from his current engineering role, with a next step of about eighteen months and four skills to develop. That is a starting point for a conversation with Olivia Bennett, not an entitlement to a promotion in eighteen months.

If nothing is recommended

Two empty states mean different things and it is worth knowing which you are looking at.

Option	Description
No recommendations yet	Your profile is incomplete. Completing it is what produces recommendations.
No paths match your current role	Nobody has published an active career path that includes your current job profile. Ask an administrator to add one.

The second is not a statement about your prospects. It means the route has not been drawn yet.

Finding a route between two roles

Find a Path answers a different question from the recommendations: not “what is next” but “how do I get from here to there”. Choose a From Role and a To Role and Humavera returns every published route between them, each with its number of steps and a rough total duration.

Where there is no published route, the screen says so. Again, that is about what has been drawn, not about what is possible.

Example: asking for a route from a warehouse role at HC Corp UK Ltd to an operations management role returns the routes somebody has published. If none exists, that is a question for the People team rather than an answer.

Reading the skill gap

Skill Gap Analysis compares what you have recorded against what the target role requires, and splits the requirements three ways.

Option	Description
Matched	You meet the requirement.
Partial	You have some of it but not at the level required.
Missing	You do not currently hold it.

Each item is tagged as a skill or a competency, and shows the level the role needs. Partial is the useful category: those are the requirements closest to being met, and usually the cheapest place to start.

The comparison is only as good as what is recorded on both sides. A requirement shows as missing when nobody has assessed you on it, which looks identical to genuinely not having it.

Your time in the role

The screen also shows how long you have been in your current position, and where the path records a typical duration, how that compares — either the months remaining or that you are beyond the typical duration.

This is context, not a verdict. Passing the typical duration for a step does not entitle anyone to the next one, and being well short of it does not disqualify anyone.

What happens next

Setting a target role gives you a readiness score against it and turns the gap into a specific list of requirements. From there, recommended courses are matched to the gap, and a development plan is where the work gets scheduled — usually agreed with your manager rather than set alone.