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Summary

Role Profile
Individuals in this role will use their HR expertise to provide and lead the delivery of HR solutions to business challenges, together with tailored advice to the business in a number of HR areas, typically to mid-level and senior managers. They could be in a generalist role, where they provide support across a range of HR areas, 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. Whatever their role, they will need to link the work they do to the context and priorities of the business.

Duration
36 months

Programme Delivery
SGS delivers the CIPD Level 5 Diploma in Human Resource Management as the Professional Qualification within this standard. The eight units making up this qualification are listed below. It is a requirement of the apprenticeship standard that an appropriate CIPD qualification is completed. It is therefore a requirement for all apprentices to attend one session per week for the CIPD Level 5 Diploma.

The assessment guidance details the following requirements in order for apprentices to pass the Level 5 HR Support apprenticeship;

• Assessment of skills, knowledge and behaviours through the completion of the Level 5 Diploma in Human Resource Management
• The End Point Assessment (Consultative Project and Professional Discussion)

Each apprentice will be assigned a dedicated assessor who will support them in completing their Level 5 Diploma in Human Resource Management and preparing for the End Point Assessment. The employer, training provider and learner will decide jointly when the learner is ready to enter the Apprenticeship Gateway. The assessor will help prepare the learner to ensure they are confident to complete all components.

Assessment Overview

End Point Assessment

The purpose of the End Point Assessment is to assess whether the apprentice has met the requirements of the standard.   Within this, the assessment should:

• Have maximum relevance to the real job that the apprentice is doing to truly test full competence in the role
• Give assurance to the employer that the apprenticeship is being delivered in a consistent and appropriate manner 

Our recommended End Point Assessment Organisation is CIPD.

The End Point Assessment contains two components, both of which are completed after the Gateway. 

• A Consultative Project which contains a range of evidence demonstrating that the apprentice has met the requirements of specific Knowledge, Skills and a selected HR Specialism.
• A Professional Discussion that will explore specific Skills and Behaviours 

Consultative Project
The Consultative Project will be a real example of work done by the apprentice in their role that will be completed after the Gateway, taking a maximum of three months.  

The Project will require the apprentice to describe how they have applied their knowledge and HR related skills to deliver the services required by the role as described in the Standard. It should describe a situation where the apprentice has successfully worked with a customer (probably an internal one) to deliver a specific piece of HR work or provide an HR solution for them.  It should relate to their chosen Option.

The content of the project should include project objectives, scope of the work, description of the situation/problem/business need, methodology used, research undertaken / information gathered / analytical findings, conclusions and recommendations, implementation plan. 

The project should be 5000 words +/- 10%.

Professional Discussion
The Professional Discussion will be conducted after the Independent Assessor has reviewed and marked the Consultative Project.   The Professional Discussion may be carried out face to face, typically at the employer’s premises, or remotely using e.g. video conference or Skype, depending on numbers and locations of apprentices, and is expected to last between 60 and 75 minutes.  

The combination of these two assessment methods builds a cumulative picture of performance against the Standard. They require apprentices to demonstrate the application of knowledge, skills and behaviours in an integrated manner to deliver the required outcomes, enabling the Independent Assessment Organisation to make an holistic judgement about how well the apprentice meets or exceeds the Standard.

Knowledge, Skills and Behaviours for the HR Consultant/Partner Apprenticeship

A Standard contains a list of the skills, knowledge and behaviours an apprentice will need to have learned by the end of their apprenticeship.  A portfolio will be compiled throughout the apprenticeship to reflect this and will include evidence collated from the workplace.

Knowledge

• HR Technical Expertise
• Business Understanding
• HR Function
• MI and Technology

Skills

• HR Consultancy
• Providing Support and Advice
• Contributing to Business Change
• Building HR Capability
• HR Information Analysis
• Personal Development
• Relationship Management

Behaviours

• Flexibility
• Resilience

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

Knowledge (HR Technical Expertise)

• Core HR
• Resourcing
• Total Reward
• Organisation Development
• HR Operations

20% Off-The-Job Training
“Off-the-job training is a statutory requirement for an apprenticeship. It is training which is received by the apprentice, during the apprentice’s normal working hours, for the purpose of achieving the knowledge, skills and behaviours of the apprenticeship.”

In addition, there will be relevant activities in the workplace which will be discussed and planned with the assessor which will count towards the total hours required.

• Workplace induction
• Reviewing HR policies to ensure they are in line with current legislation
• Managing a job vacancy
• Provide specialist HR advice to line managers
• Performance management
• Develop work instructions for HR systems
• Lead on induction/training plans for new starters
• Continually update CPD and identify areas of improvement
  

What are my career options?

HR Consultant, HR Business Partner