What is the C&C HR Mentoring Programme?

The C&C HR Mentoring Programme is a completely free professional-development programme connecting ambitious HR professionals with experienced mentors who want to share their knowledge, perspective and support.


It combines one-to-one mentoring with expert training, practical resources, live drop-in sessions, peer learning and valuable networking opportunities.


This is not simply an introduction followed by a few informal conversations. It is a structured and supported experience designed to build confidence, create career clarity, strengthen professional capability and help participants take meaningful action.

FAQs

  • Why should I apply?

    Because the right mentoring relationship can change how you see yourself, your career and what may be possible next. The programme can help you: • Build confidence and self-belief • Gain clarity about your career direction • Learn from someone with relevant experience • Navigate workplace challenges and organisational dynamics • Strengthen your leadership and management capability • Become more strategic and influential • Prepare for progression or greater responsibility • Develop valuable relationships across the HR community • Turn reflection and insight into practical action Mentoring provides a trusted environment in which you can reflect, receive honest feedback, explore options and become more self-directed.

  • How established is the programme?

    This is the third cycle of the C&C HR Mentoring Programme. More than 300 people have already graduated from previous cycles, and we have received some fantastic feedback from mentors and mentees about the quality of the conversations, the confidence they gained and the connections they developed. Each cycle has helped us strengthen the programme, refine the resources and create an even more valuable experience for participants.

  • Is the programme really free?

    Yes. The programme is completely free for both mentors and mentees. There is no financial cost to participate. We believe access to brilliant mentoring, professional development and meaningful career connections should not be determined by someone’s ability to pay. Although the programme is free, it is not casual. We ask applicants to commit their time, energy, preparation and follow-through so that every place creates genuine value.

  • Who can apply?

    The programme is designed for HR, Reward and Talent Professionals at a range of career stages who are committed to learning, development and contributing positively to the HR community. You do not need to have everything figured out before applying. You do need to be: • Curious and open-minded • Willing to reflect honestly • Open to feedback and challenge • Prepared to commit to the programme • Respectful of another person’s time and experience • Ready to take responsibility for your own development Applications will be considered based on suitability, goals, experience and the availability of an appropriate match.

  • Can I apply to be a mentor or a mentee?

    Yes. Applicants can apply to join as either a mentor or a mentee, depending on what they hope to contribute or gain. A mentor shares relevant experience, perspective, constructive feedback and professional insight. A mentee takes ownership of their development, prepares for conversations, asks thoughtful questions and turns learning into action. Both roles offer opportunities to learn. Mentoring is a reciprocal relationship, and mentors frequently gain fresh perspectives, insight and professional connection from the experience too.

  • What is the difference between mentoring, coaching and sponsorship?

    Coaching primarily uses questions to help someone develop their own thinking, decisions and solutions. Mentoring may include coaching-style questions, but a mentor can also share experience, advice, lessons, resources and professional perspective. Sponsorship involves actively advocating for someone, promoting their work and opening doors on their behalf. Your mentor is not automatically your sponsor. Introductions or advocacy may develop naturally, but they are not guaranteed outcomes of the programme.

  • How will mentors and mentees be matched?

    Matches are made using the information provided during the application process. We will consider areas such as: • Career stage and professional experience • Development goals • Areas of HR expertise or interest • Sector or organisational experience • Leadership and management goals • The support a mentee is seeking • The experience a mentor feels able to offer • Potential conflicts of interest • Practical availability A good mentor does not always need to have followed exactly the same career path as their mentee. Sometimes the greatest value comes from someone who can offer a fresh perspective, challenge assumptions or introduce a different way of thinking. While every effort will be made to create thoughtful matches, we cannot guarantee a match for every applicant.

  • What is the minimum time commitment?

    Each mentoring partnership is expected to complete a minimum of four mentoring sessions during the programme. We recommend allowing approximately 50 minutes for each session. Four sessions provide enough time to: • Establish trust and agree expectations • Explore meaningful development goals • Work through real career or workplace challenges • Agree practical actions • Review progress and learning Participants may choose to meet more frequently where both mentor and mentee agree. Four sessions are the minimum commitment, not the limit.

  • How often should the sessions take place?

    Mentor and mentee should agree a realistic schedule during their first meeting. Consistency matters more than intensity. Regular meetings help maintain trust, momentum and accountability, so we recommend always having the next session scheduled in the diary. The exact frequency can be agreed by each partnership within the overall programme timeframe.

  • Who arranges the meetings?

    The mentee would normally take the lead in: • Contacting their mentor • Suggesting suitable dates • Sending calendar invitations • Preparing an agenda or discussion topics • Confirming any actions after the meeting • Keeping the relationship moving forward This is part of the mentee taking ownership of their development and respecting the mentor’s time.

  • What might we discuss during mentoring sessions?

    Topics will depend on your goals, but may include: • Career planning and progression • Confidence and self-belief • Leadership and management capability • Becoming more strategic • Navigating organisational culture • Stakeholder management and influencing • Difficult conversations and conflict • Networking and relationship building • Productivity, boundaries and prioritisation • Preparing for promotion • Managing change or uncertainty • Learning from professional setbacks • Developing visibility and communicating impact The strongest conversations usually balance immediate workplace challenges with longer-term development and career goals.

  • What makes a great mentor?

    A great mentor is willing to: • Listen without immediately trying to solve everything • Share relevant experiences honestly • Ask thoughtful and sometimes challenging questions • Offer constructive and accurate feedback • Encourage independent thinking • Help the mentee explore choices and consequences • Maintain appropriate boundaries • Admit when they do not know something • Celebrate progress and development • Show up consistently and fully present A mentor may be inspiring, but they are also human. They are not expected to have experienced every possible situation or to provide all the answers.

  • What makes a great mentee?

    The mentee is expected to do the “heavy lifting” in the relationship. A strong mentee: • Prepares properly for each session • Identifies what they want to discuss • Arrives with thoughtful questions • Considers possible solutions before the meeting • Is open to feedback and challenge • Communicates honestly • Respects the mentor’s time • Completes agreed actions • Reflects on what they are learning • Takes responsibility for their own decisions A mentor can provide insight, encouragement and perspective, but the mentee must turn that learning into action.

  • What training/support will I receive?

    Mentors and mentees will receive dedicated preparation to help them begin the programme with confidence and clarity. The training will explore areas including: • The purpose of mentoring • The difference between mentoring, coaching and sponsorship • Mentor and mentee responsibilities • Creating trust and psychological safety • Agreeing expectations and boundaries • Structuring valuable mentoring sessions • Asking powerful questions • Listening and providing constructive feedback • Moving from problem-focused conversations to future-focused thinking • Turning insight into action • Managing common challenges within mentoring relationships Participants will leave with a clear understanding of how to contribute to an effective and rewarding partnership.

  • What resources will I receive?

    Participants will have access to a dedicated online portal containing a substantial bank of mentoring resources. The resource library will support you throughout every stage of the programme and may include: • Mentor and mentee preparation guides • Suggested agendas and session structures • Powerful questions and conversation prompts • Goal-setting templates • Progress-review and reflection exercises • The OSCAR mentoring framework • Informal mentoring agreement templates • Guidance on trust, confidentiality and boundaries • Feedback tools • Career-development exercises • Support for navigating difficult conversations • Resources for refreshing a relationship that has lost momentum • Recommended articles, videos and further learning You will not be expected to work everything out alone. The portal will provide practical support whenever you need inspiration, structure or a new way to approach a conversation.

  • What are the commitment sessions?

    The live commitment sessions are one of the most valuable and enjoyable elements of the programme. Each session will share powerful tools, neuroscience based insights and so much more as well as group discussion. They provide opportunities for participants to: • Ask questions • Discuss common mentoring challenges • Refresh their skills • Revisit key tools and frameworks • Learn from other mentors and mentees • Gain new ideas for future sessions • Re-energise their mentoring relationship • Maintain momentum and accountability • Connect with the wider cohort The sessions are supportive, practical and interactive. They also remind participants that they are part of a much wider community of professionals who may be navigating similar challenges and opportunities.

  • Do I have to attend the drop-in sessions?

    Attendance expectations will be explained at the beginning of the programme, but we strongly encourage participants to attend wherever possible. The people who engage most fully with the welcome training, live drop-ins, resources and networking opportunities are often those who gain the most from the programme. The sessions are designed to support you, not to create additional pressure.

  • Are there networking opportunities?

    Yes. Networking and professional connection are important parts of the programme. Participants join a diverse community of HR professionals from different: • Organisations • Sectors • Career stages • HR specialisms • Professional backgrounds Alongside your individual mentoring relationship, you will have opportunities to connect with members of the wider cohort through training, drop-in sessions and programme activities. These connections may lead to: • Peer support • Shared learning • New professional relationships • Greater visibility within the HR community • Insight into different sectors and specialisms • Exchange of ideas and best practice • Relationships that continue after the formal programme ends The programme cannot guarantee jobs, introductions or commercial opportunities, but it provides access to a warm, generous and highly engaged professional community.

  • Who designs and leads the programme?

    The programme is designed and led by Lucy Chamberlain PCC, Founder of C&C Search and C&C Academy. Lucy is a multi-accredited ICF coach, Fellow of the Learning and Performance Institute and an experienced leadership facilitator and global speaker. She has delivered mentor and mentee training and development programmes for multiple organisations and professional communities. Lucy helps participants understand not simply how to have a pleasant conversation, but how to build a mentoring relationship that creates genuine learning, confidence, reflection and action. Her support includes: • Mentor and mentee training • Practical frameworks and session tools • Live drop-in sessions • Guidance on questioning, listening and feedback • Help with boundaries and expectations • Support when a relationship encounters challenges • Access to the online resource portal • Opportunities to reflect on progress and learning The programme is structured and supported, so participants are not simply matched and then left to manage alone.

  • What is outside the scope of mentoring?

    Mentoring is not a substitute for: • Therapy or mental-health treatment • Legal, medical or financial advice • Formal HR or grievance procedures • Performance management • Crisis support • Recruitment services • Guaranteed promotion or employment • Someone completing your work or making decisions for you Where specialist or formal support is needed, participants should use the appropriate professional or organisational channel.

  • What if the match does not feel right?

    Not every mentoring relationship will develop in the same way, and raising a concern does not mean either person has failed. Begin by having an honest and respectful conversation about what may be missing. You may be able to: • Reset expectations • Change the meeting structure • Clarify goals • Agree a different communication style • Revisit the mentoring agreement Where a genuine mismatch remains, contact the programme team for guidance. It is better to raise concerns early than allow the relationship to drift.

  • What commitment am I making by applying?

    By accepting a place, you are committing to: • Participate in the relevant welcome training • Complete at least four mentoring sessions over a 5 month period • Allow approximately 50 minutes for each meeting • Prepare properly • Communicate promptly and respectfully • Honour agreed actions • Give reasonable notice if a meeting must be rearranged • Engage honestly and constructively • Respect confidentiality and boundaries • Make use of the resources and wider programme support • Contribute positively to the mentoring community We understand that participants have demanding roles and busy lives. We do not expect perfection, but we do expect genuine commitment.

  • What happens after I apply?

    Applications will be reviewed and potential matches considered carefully. Successful applicants will receive information about: • Their programme place • Their mentor or mentee match • Welcome and preparation sessions • Access to the online resource portal • Drop-in session dates • Networking opportunities • Programme expectations and timescales • Sources of support throughout the programme Applying does not automatically guarantee a place or a match, as this will depend on suitability and the available mentor and mentee community.

  • What should I think about before applying?