How Education Benefits Build Durable Careers and Strengthen Talent Pipelines

In a competitive labor market, finding and keeping top talent is more challenging than ever. A paycheck is only part of the package that keeps an employee with a company long term. Employees often seek the chance to develop new skills and build a meaningful, sustainable career. For many organizations, the stakes are high. How do you meet these demands while strengthening your workforce and achieving business goals?

Offering education benefits is one way that forward-thinking companies address these challenges. Helping employees acquire in-demand skills can enable employers to develop talent pipelines that contribute to success. When businesses and employees collaborate with learning providers and administrators, such as Penn Foster Group, the programs they create together can drive impact for all parties. 

Mark Godfrey, Vice President of Enterprise Solutions and Karen Arrese, Senior Manager of Business Development for Strategic Partnerships & Enterprise Solutions at Penn Foster Group, share their knowledge of how education benefits can support durable career growth for employees. 

For more than 130 years, Penn Foster Group has been doing just that. With 100+ program offerings spanning college, career school, and high school, Penn Foster has formed partnerships with small and large businesses to provide cost-effective programs as employee benefits. 

How can employers develop talent in collaboration with their education-provider partners? 

When a business views offering employee benefits as a collaboration with their team members rather than a one-way conveyor belt, outcomes may improve. Godfrey underscores the importance of this collaborative approach extending to the education provider as well. With this “win-win” mindset, education benefits become more than an employee perk. They become a strategic tool for transformation.

“From employers, I hear talk about how proud [employees] are,” Godfrey says. He recounts meeting a learner who had previously bounced between jobs for small hourly raises but stayed with a company for over two years because they supported her education. “They were almost in disbelief that their employer made that investment in them, that they would offer a benefit like that.” 

How do education benefits reduce turnover and boost business success?

When an employee advances their career through their employer-paid education benefits, the personal risk is lower. “Employees have the opportunity to build up their human capital without taking on all the risk themselves,” Godfrey notes. “When employees have the support of their employer, and everyone is aligned to create a career path, you see high rates of success,” Arrese adds. When organizations align an individual employee’s success with business success, they have the potential to create an environment that supports employee engagement, satisfaction, and retention as employees participate in a culture of growth and learning.

How can education benefits help employees build sustainable career paths?

From an organizational perspective, offering education benefits strengthens talent pools and builds employee retention. Godfrey describes family-sustaining career paths as roles that allow employees to earn a living wage and access opportunities for advancement. For example, skilled trade careers offer steady demand, competitive salaries, and opportunities to specialize in high-growth areas, like renewable energy or data center management.

Frontline workers and entry-level positions often serve as a valuable jumping off point that can lead to potential leadership roles with higher pay. Godfrey gives an example within the retail pharmacy sector. “By providing internal mobility options, such as pathways from retail associate to pharmacy technician, an employer partner of Penn Foster found they had improved their retention rate. Employees felt that they had received investment and care from their employer.” When employees have the chance to imagine their future with an organization, there can be a greater likelihood for enduring engagement and loyalty.

“As an employer, you really stand out by joining the group that does offer education benefits. It’s a way of saying you really care about your people.”  - Mark Godfrey, VP of Enterprise Solutions, Penn Foster Group 

Which industries are expected to grow in 2025 and how can employers prepare?

Godfrey emphasizes that a high school diploma remains foundational for many jobs. “At Penn Foster, we start with the question: what are the credentials that matter most for X employer?” Skills matter, but connecting learners with in-demand skills that companies require can positively impact job outcomes. As a learning provider, it is imperative to deliver the most innovative programming to learners by staying on top of trends.

Godfrey explains that there seem to be three key areas of growing demand:

Healthcare: As the U.S. population ages, healthcare careers offer stability and growth. Roles in nursing, allied health, and medical assistance require technical skills that education benefits can help employees acquire. These roles also can lead individuals to continue building skills and climbing the ladder within an organization.

Skilled trades: A generation of blue-collar workers is starting to retire, leaving a growing number of roles in high demand. As the skilled industrial trade workforce continues to age, companies need electricians, plumbers, HVAC technicians, and other trade professionals. These roles often pay well and offer job security. Additionally, the explosion of AI growth requires skilled tradespeople to support the infrastructure powering these technologies. For example, data centers that house AI-driven systems rely on electricians and HVAC specialists to maintain critical power and cooling systems.

Technology: While tech roles evolve rapidly, core skills like data analysis, IT support, and programming remain critical. Artificial intelligence technologies continue to advance, reshaping the future of work. Employers who offer opportunities for upskilling can future proof their workforce with training courses or certifications in this space.

How can businesses prepare for the future of education and work?

Partnering with an education benefits provider who invests in your team can change the game for an organization. Penn Foster Group, for example, is committed to delivering authentic, skill-based learning aligned to business and learner needs. “We’re here to build something that will last, but we need to evolve in it and innovate,” says Godfrey. “It’s about meeting adult learners where they are and preparing them for where they want to go.” 

Looking ahead, both Godfrey and Arrese see personalization and technology as critical trends:

• Personalized learning pathways: Tailoring education to meet individual needs can help learners achieve career milestones fast.
• AI integration: Companies must prepare workers to navigate jobs that incorporate AI, such as medical coding with AI auditing tools.

What are the next steps for employers looking to implement education benefits?

Arrese notes that the design of an education benefits program matters. Strategic implementation ensures employees not only access these benefits but use them effectively. Workforce Edge makes education benefits easy to use with a simple platform, strong school partnerships, and hassle-free enrollment.

“With the help of mission aligned and learner-focused educators, corporations, and benefits administrators like Workforce Edge—with all the players involved, we can produce some really exciting results!” Arrese says.

By investing in your team, you can build a skilled, engaged workforce ready to tackle the challenges of tomorrow. Workforce Edge streamlines the process—optimizing efficiency for your organization, providing expert support to your employees, and helping to create a stronger workforce for your talent management needs.

Connect with us today to explore how Workforce Edge simplifies education benefits management and transforms your workforce.