HR Consultant/Partner Apprenticeship

HR Professionals in this role are typically either working in a medium to large organisation as part of the HR function delivering front line support to managers and employees, or are a HR Manager in a small organisation - Handling day to day queries and providing HR advice ranging from recruitment through to retirement.

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  • Entry Requirements

    • 16 years or over.
    • The entry requirement for this apprenticeship will be decided by each employer, but may typically be five GCSEs at Grade C or higher.
  • Qualification

    The apprentice will complete an appropriate qualification (as considered most relevant by the employer), within which they will be able to focus on their chosen option, from the Chartered Institute of Personnel and Development:

    • CIPD Level 5 Intermediate Certificate in Human Resource Management
    • CIPD Level 5 Intermediate Diploma in Human Resource Management.
  • Duration

    The length of this apprenticeship should typically be 2-3 years, but could be closer to 18 months if the apprentice has previously completed the Level 3 apprenticeship.

  • Level

    5

  • Delivery

    A minimum of 30 hours of on the job training at work place per week including a day/ block release to study theory at our Uxbridge/Hayes/ Harrow campus.

  • Employers involved in creating the standard

    Walter Smith Fine Foods LTD, Marks and Spencer’s, Lloyds Bank, Sanctuary Housing, Volvo, BT, Specsavers, EEF, Canon Europe, Bakkavor, Yorkshire Building Society, Marston’s PLC, Severn Trent PLC, Jaguar Land Rover Limited, Civil Service Learning, The Community Housing Group, Carillion PLC, Compass Group plc, McDonald’s UK, Dimension Data UK.

Key Responsibilities

HR Consultatnt/Partner could be in a generalist role, where they provide support across a range of HR areas – likely to be the Core HR option; or a specialist role, where they focus on and have in depth expertise in a specific area of HR – likely to be Resourcing, Total Reward, Organisation Development, or HR Operations. Whichever of these is chosen, they will have a good grounding across the whole range of HR disciplines as this is contained in both of the qualification options included in this standard. They will often be required to make decisions and recommendations on what the business can/should do in a specific situation. They will be influencing managers to change their thinking as well as bringing best practice into the organisation. They are also likely to lead the people related elements of business or HR projects. Whatever their role, they will need to link the work they do to the context and priorities of the business. In a larger organisation they may be one of a team supporting the business and they may also have responsibility for managing people.

English and Maths

Apprentices without Level 2 English and Maths will need to achieve this level prior to completion of their Apprenticeship.

Link to professional registration and progression

Successful completion of this standard enables the apprentice to apply to become an Associate Member of the Chartered Institute of Personnel and Development. Chartered membership can be achieved through further qualifications or experience based assessment.

This apprenticeship could be an entry level role to the business, however, it is more likely to be a progression from a lower level role or apprenticeship, building on the knowledge and skills gained in that role or apprenticeship. On completion of this apprenticeship, the individual will be fully competent in the role and this will give them an in depth knowledge of HR in their chosen option. They can then continue to develop in that option (perhaps through a further apprenticeship), or broaden their HR expertise in another area to develop their career. Separately, there are a range of qualifications available for further study up to post graduate level.

Course Outline

During the apprenticeship programme, an apprentice will require to spend minimum 30 hours of on-the-job training that includes:

  1. Knowledge modules learning the fundamental knowledge, through a combination of online learning and practical classroom workshops
  2. A work-based portfolio to demonstrate the skills you have learnt at work related projects and
  3. An end-point assessment.

The modules included in this programme are:

KnowledgeWhat is required
HR Technical expertiseGood understanding across all HR disciplines, HR legislation and an excellent working knowledge of the organisation’s HR policies and procedures. Sound understanding of HR in their sector and any unique features. Up to date with best practice and emerging thinking – able to use this in their dealings with the business.
Business understandingUnderstands what the organisation does, the external market and sector it operates in, its challenges and issues. Understands business and HR KPIs and metrics, building a clear picture of how the business is performing.  Understands the impact of this on their role.
HR functionUnderstands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise.
MI and TechnologyUnderstands HR systems and where to find HR and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR.
SkillsWhat is required
HR ConsultancyDevelops and delivers HR solutions to the business that are appropriate to the organisational context. Influences leaders and managers to adopt appropriate solutions. Provides tailored HR services to the business as required by their role e.g. Performance Management, Resourcing, Development, Talent, Reward. Contributes to the development of relevant HR policies & procedures and/or HR initiatives.
Providing support and adviceTailors business-centred advice on the interpretation and application of HR policies and processes. Makes sound judgments based on business need, ensuring the business operates within the boundaries of employment law. Deals with escalated people issues and works with the business to resolve them.
Contributing to Business changeLeads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change.
Building HR capabilityLeads the improvement of people capability within the business or own team. Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate.
HR Information AnalysisResearches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance.
Personal DevelopmentKeeps up to date with business changes and HR legal/policy/process changes relevant to their role. Seeks feedback and acts on it to improve their performance and overall capability. Plans their own development; shows commitment to the job and the profession.
Relationship managementBuilds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations. Communicates confidently with people at all levels, including senior management.
BehavioursWhat is required
FlexibilityAdapts positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met. Curious about HR/business trends and developments, incorporating them into their work.
ResilienceDisplays tenacity and proactivity in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure.

Option - HR Specialisms (The apprentice will select one of the following options)

Knowledge (HR Technical Expertise)What is required
Core HRExcellent working knowledge of the principles and practices in at least one of Employee Relations, Performance Management, Employee Engagement and their application in delivering HR solutions to business challenges.
ResourcingExcellent working knowledge of the principles and practices of resourcing, covering the complete process, from attraction to induction, including the use of social media and their application in delivering HR solutions to business challenges.
Total RewardExcellent working knowledge of the principles and practices of reward, compensation and benefits and their application to all levels of the organisation.
Organisation DevelopmentExcellent working knowledge of the principles and practices in one of* Organisation Development, Learning & Development, Talent Management and their application in delivering HR solutions to business challenges.
HR OperationsExcellent working knowledge of the principles and practices of running HR Operations, including a service centre, technology and HR data/analytics to provide services required by the business.