Level 5 Apprenticeship - HR Consultant/Partner

Who is the programme aimed at?

The Level 5 HR apprenticeship is usually right for those who are involved in providing solutions to people challenges within a business, giving advice to managers and others about HR matters and are likely to be in a middle to senior level role. They may be generalists but the apprenticeship standard allows for those in a specialist role as well, such as Reward, Resourcing, Organisational Development or HR Operations. Decision making and influencing will be key skills in their position, ensuring that best practice is followed. They may be part of a team, or heading up a team with responsibility for managing people.

How will the programme be delivered?

The apprenticeship standard at level 5 requires that apprentices study the CIPD Intermediate Certificate in HR Management as part of their wider apprenticeship and this is built into the delivery of our programme, along with other activities including on-line and work-based activities and regular meetings with a named skills-assessor and line manager to review progress. Those apprentices who haven’t previously achieved Grade 2 or above in maths and English will also study these modules, working towards the achievement of Grade 2 by the end of the apprenticeship.

The structure and content of the overall programme depends on individual needs and each apprentice has a specific learning plan to make sure they meet the requirements of the apprenticeship standard and their job role.

The information below gives an idea of how the programme is likely to look:

Introduction to the apprenticeship

  • Using an analysis of learning needs and other diagnostics to build an individual learning plan.
  • An induction to the apprenticeship for the apprentice, as well as the line manager.
  • Registration on either the CIPD Intermediate Certificate in Human Resource Management.

On programme

  • Choice of method of delivery for knowledge and skills elements of the programme:
    • Attending a 2-day workshop every other month at our training centre close to Doncaster Robin Hood Airport.
    • (Or) Workshops delivered on-site (where there are 4 or more apprentices).
    • (Or) Coaching on a one-to-one (CIPD Intermediate Certificate only).
  • Programme built around individual needs, but learning will usually include:
    • HR’s role within the business
    • Managing and co-ordinating the HR function
    • Using information in HR
    • Employment law
    • Managing your own development
    • Recruitment and talent planning
    • Consultancy skills
    • Organisation design and development
  • Working on assignments, workplace projects and online activities in between the workshops
  • Apprentices choose a specialism from: Core HR, Resourcing, Total Reward, Organisation Development and HR Operations
  • Developing a record of continuing professional development underpins the development of knowledge, skills and behaviour and enhances the application of learning into the workplace. The record also forms a source of evidence of having achieved the requirements of the apprenticeship standard
  • Review meetings between the apprentice and line manager every 3 months
  • On-going assessment throughout the programme to monitor progress towards achieving the apprenticeship standard and ‘gateway’, ready for the final end-point assessment
  • Online modules in maths and English as required, with the support of a tutor

End-Point Assessment

At the end of their apprenticeship programme, individuals undergo end-point assessment, the purpose being to establish if all requirements of the apprenticeship standard have been met.

End-point assessment is carried out by an EPA organisation who have had no involvement in the delivery of the apprenticeship programme. The organisation is selected by the employer and fees for the activity are from the digital account.

End-point assessment for the Level 5 HR Consultant/Partner Support apprenticeship, involves completing a consultative project and participating in a professional discussion. Our role as training provider is to:

  • Provide support in deciding which EPAO to use
  • Working with the employer, EPAO and apprentice to agree the nature and scope of the project and support the apprentice in its completion
  • Working with apprentices to make sure they feel confident and well prepared for the professional discussion.

20% Off-The-Job Learning

Apprenticeship funding requirements mean that employers have to allow apprentices to use 20% of their contracted hours on off the job training and learning. This might consist of time spent studying the CIPD qualification at our training centre, learning that takes place in the workplace to develop skills, knowledge and behaviours identified in the apprenticeship standard and participating in learning events either in the workplace or elsewhere. It also includes working on assignments for the CIPD qualification and on activities in our virtual learning environment.

How long will the apprenticeship programme last?

This depends on individual needs and any prior learning that the apprentice has undertaken, however the duration is generally two to three years.

It is a roll-on roll-off programme with lots of starting points throughout the year.

Funding for the apprenticeship

The programme is funded by the employer’s digital account under the levy arrangements and the maximum usually charged is £9000, including fees for End-Point Assessment charged by the EPAO. Once we clarify the apprentice’s learning needs and any previous learning we are then able to confirm the price.

Apprentices also need to become a Student member of the CIPD. They are upgraded to Associate level membership once they finish their apprenticeship and are also invited to celebrate their achievement at our annual graduation - Celebration of Achievement.

What about progressing further?

At the moment the Level 5 apprenticeship is the highest available in the field of HR, however, apprentices who complete this can go on to study the CIPD Advanced Diploma in HR Management, through our non-apprenticeship study routes.