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 Associate 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:
The apprentice is asked to complete a learning needs analysis and other diagnostic activities so that we can identify their starting point for the programme, and put together an individual learning plan. We arrange a discussion with the employer to establish their objectives for the apprentice and what they wish them to achieve to be effective in their role.
Introduction to the apprenticeship
- An induction to the apprenticeship is provided for the apprentice and their line manager.
- Enrolment and registration is arranged for the apprentice onto the CIPD Associate Diploma in People Management.
- There is a choice of two study modes for the knowledge and skills development, both are blended learning approaches, with either 50% face to face and 50% online study, or an alternative option of 100% online delivery. Both approaches include live group learning workshops, along with online activities completed on demand 24/7 through our learning platform.
- Learning modules also includes independent study to be completed in between workshops, such as research and reading, assignments and workplace off the job task.
- The apprentice will meet with their skills coach every other month, along with regular meetings with the line manager.
- Progressed is measured and monitored in part by assessment activities to check the development of knowledge, skills and behaviours, identify gaps in learning are being developed and any gaps to be addressed, and determine whether the apprentice is ready for ‘gateway’ and end-point assessment.
- Support and online activities for Maths and English are also included.
Once the apprentice’s programme of learning is complete, they will undertake a final end-point assessment, conducted by an independent end point assessment organisation. This objective of EPA is to determine if the apprentice is able to evidence each of the aspects of knowledge, skills and behaviours set out in the apprenticeship standard. Fees for EPA are usually covered by the apprenticeship levy, with an additional payment made by the employer where the apprentice is required to re-sit or re-take any aspect of their end-point assessment.
End-point assessment methods for the Level 5 HR Consultant-Partner are a consultative project followed by a professional discussion.
We will support EPA by:
- Letting you know the choice of EPA organisations for this apprenticeship so that you can choose who you want to use.
- Supporting the apprentice and yourself in scoping and completing the EPA project.
- Helping your apprentice to prepare for their 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, 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, experience or qualifications that the apprentice has undertaken, however the duration is generally about two to three years.
Funding for the apprenticeship
The programme is usually funded by the employer’s digital account under the apprenticeship levy arrangements and the maximum usually charged is £7000, including fees for End-Point Assessment charged by the EPAO. Once we clarify the apprentice’s learning needs and any previous learning, experience or qualification we are then able to confirm the price.
Apprentices also need to become a Student members of the CIPD. They are upgraded to Associate level membership once they successfully finish their apprenticeship and are also invited to celebrate their achievement at our annual graduation - Celebration of Achievement.
What about progressing further?
After successfully completing the Level 5 HR Consultant-Partner Apprenticeship, individuals may be able to progress onto the Level 7 Apprenticeship – Senior People Professional which includes working towards the CIPD Advanced Diploma in Strategic People Management.
Contact us to ask for further information about our Level 5 Human Resource Consultant-Partner Apprenticeship