Level 5 HR Consultant and Partner Apprenticeship
A 24-month HR Consultant and Partner Programme
Who is it for?
This apprenticeship contains options for Human Resources specialisms and for broad people management responsibilities.
Individuals in this role will use their HR expertise to provide and lead the delivery of HR solutions to business and organisational challenges, together with tailored advice to the business in a number of human resources areas, typically aimed at mid-level and senior managers. They could be in a generalist role, where they provide support across a range of HR areas – likely to be best suited to the core HR option. Or a specialist role, where they focus on and have in depth experience in a specific area of Human resources, for example resourcing, compensation, organisation development, or hr operations, where the more specialist options will be more appropriate.
Whichever options are chosen, delegates will have a good grounding across the whole range of HR disciplines as this is contained in both qualification options included in this standard. They will often be required to make decisions and recommendations on what the organisation can/should do in a specific situation. They will be influencing key stakeholders to question their thinking and support the introduction of best practice into the organisation. They are also likely to lead the people-related elements of business wide or specific HR projects. Whatever the particular role or scope of responsibility, they will need to link the work they do to the context and priorities of the organisation. In a larger organisation they may be one of a team supporting the business and they may also have responsibility for managing people.
Roles may include Human Resource Consultant or Officer, HR Business Partner and HR Manager.
What will you learn – knowledge and understanding of:
HR technical expertise
Good 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 organisation.
Business understanding
Understands what the organisation does, its product and services offering in the context of the external market and sector it operates in, its challenges and issues. Understands enterprise wide and HR KPIs and cultural metrics, building a clear picture of how the business is performing. Understands the impact of this on their role.
HR function
Understands the structure and responsibilities of the HR function, policies and processes, and where to source human resources specialist expertise.
MI and technology
Understands HR systems and where to find People centric and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR.
The HR Consultant and Partner will have the skills within the context of their own organisation to:
HR consultancy
Develops and delivers HR solutions to the business that are appropriate to the organisational context. Influences leaders, managers and other key stakeholders 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 and procedures and/or HR initiatives.
Providing support and advice
Tailors 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.
Contributes to business change
Leads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change.
Building HR capability
Leads the improvement of people capability within the business or their 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 analysis
Researches, analyses and presents HR/business data (both internal and external) to provide an insight, support solutions to business issues and track performance.
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. Plans their own development; shows commitment to the job and the profession.
Relationship management
Builds 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. Able to undertake critical analysis and evaluation to support decision making and the use of effective problem-solving techniques.
The HR Consultant and Partner will demonstrate the following behaviours:
Flexibility
Adapts positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met. Curious about HR/business trends and development, incorporating them into work.
Resilience
Displays tenacity and proactivity in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure.
Options – HR specialism
Core HR
Excellent working knowledge of the principles and practices in at least one of: employee relations, performance management or employee engagement and their application in delivering HR solutions to business challenges.
Resourcing
Excellent 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 reward
Excellent working knowledge of the principles and practices of reward, compensation and benefits and their applications to all levels of the organisation.
Organisation development
Excellent working knowledge of the principles and practices in one of the following: organisation development, learning and development, talent management and their application in delivering HR solutions to business challenges.
HR operations
Excellent 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.
Qualifications
The apprentice will complete an appropriate qualification (as considered relevant by the employer), within which they will be able to focus on their chosen option, from Chartered Institute of Personnel and Development:
- CIPD Level 5 Intermediate Certificate in Human Resource Management
- CIPD Level 5 Intermediate Diploma in Human Resource Management
How will you be assessed?
Full time work-based learners will typically spend 24 months on-programme working towards the apprenticeship standard, with a minimum of 20% off this time being off-the-job training.
Learners without English and Maths at a level 2 must achieve level 2 prior to taking their End Point Assessment (EPA).
The End Point Assessment should only start once the employer is satisfied that the gateway requirements for EPA have been met and that the learner is consistently working at or above the level set out in the standard.
Through the journey to the gateway with GEM Partnership you will complete a set of mini gateways ensuring that you are ready to take the EPA.
On-programme assessment
It is strongly recommended, but not required, that on-programme assessment of knowledge, skills and behaviour outcomes en-route to the final synoptic End Point assessment takes place.
This could comprise of:
- Completion and achievement of a relevant Level 5 Associate Diploma in People Management qualification.
- With regular assessments to an equivalent standard, quality and scope which can be evidenced.
- Work based project.
- Development of a portfolio of evidence.
- Regular performance reviews between apprentice and line manager.
The End Point Assessment will test the entire standard, and be undertaken as follows:
- A consultative project.
- Professional discussion.
The End Point Assessment requires apprentices to demonstrate they have achieved the standard.
Performance in the EPA will determine the learner grade of fail, pass, or distinction.