HR Support 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

    There are no required qualifications for this apprenticeship. The employers are keen to drive up professionalism and standards within HR so the Assessment Plan contains suggested qualifications/units that employers can use to ensure robust technical knowledge.

  • Duration

    Typically 18 to 24 months

  • Level

    3

  • 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

Key responsibilities in HR Support apprenticeship role are likely to include supporting, managing and developing team members, managing projects, planning and monitoring workloads and resources, delivering operational plans, resolving problems, and building relationships internally and externally.

English and Maths

Apprentices will need to achieve Level 2 in English and Maths prior to taking their End Point Assessment.

Link to professional registration and progression

The successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) or any other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodies own membership requirements).

It forms the foundation of a career within the profession, giving the base for further development through a career path within an organisation and/or through the HR Consultant/Partner apprenticeship. The apprentice can choose to stay within core HR or diversify into one of the specialist areas of HR.

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. Level 2 English & Maths
  3. A work-based portfolio to demonstrate the skills you have learnt at work related projects and
  4. An end-point assessment.

The modules included in this programme are:

KnowledgeWhat is required
Business understandingUnderstands the structure of the organisation; the products and services it delivers; the external market and sector within which it operates; where their role fits in the organisation; the ‘Values’ by which it operates and how these apply to their role.
HR Legislation and PolicyBasic understanding of HR in their sector and any unique features. Good understanding of HR legislation and the HR Policy framework of the organisation. Sound understanding of the HR Policies that are relevant to their role. Knows where to find expert advice.
HR FunctionUnderstands the role and focus of HR within the organisation; its business plan / priorities and how these apply to their role.
HR Systems and ProcessesUnderstands the systems, tools and processes used in the role, together with the standards to be met, including the core HR systems used by the organisation.
SkillsWhat is required
Service deliveryDelivers excellent customer service on a range of HR queries and requirements, providing solutions, advice and support primarily to managers. Builds managers’ expertise in HR matters, improving their ability to handle repeated situations themselves where appropriate. Uses agreed systems and processes to deliver service to customers. Takes the initiative to meet agreed individual and team KPIs in line with company policy, values, standards. Plans and organises their work, often without direct supervision, to meet commitments and KPIs.
Problem solving Uses sound questioning and active listening skills to understand requirements and establish root causes before developing HR solutions. Takes ownership through to resolution, escalating complex situations as appropriate.
Communication & interpersonalDeals effectively with customers/colleagues, using sound interpersonal skills and communicating well through a range of media eg phone, face to face, email, internet. Adapts their style to their audience. Builds trust and sound relationships with customers. Handles conflict and sensitive HR situations professionally and confidentially.
TeamworkConsistently supports colleagues /collaborates within the team and HR to achieve results. Builds/maintains strong working relationships with others in the team and across HR where necessary.
Process improvementIdentifies opportunities to improve HR performance and service; acts on them within the authority of their role.  Supports implementation of HR changes/projects with the business.
Managing HR InformationMaintains required HR records as part of services delivered. Prepares reports and management information from HR data, with interpretation as required.
Personal Development Keeps 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.
BehavioursWhat is required
Honesty & IntegrityTruthful, sincere and trustworthy in their actions. Shows integrity by doing the right thing. Maintains appropriate confidentiality at all times.  Has the courage to challenge when appropriate.
FlexibilityAdapts positively to changing work priorities and patterns when new tasks need to be done or requirements change.
ResilienceDisplays energy and enthusiasm in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure.