HR that challenges the business, not just serves it
An apprenticeship is a real, paid job. The apprentice works for an employer and trains with us at the same time, and comes out with a nationally recognised qualification and the experience to go with it.
The short answer
Apprentices must be working within the human resource management or development field and their job role must align with the apprenticeship standard.
Eligible candidates from within an organisation will be selected for registration by the University and/or partner college in consultation with the employer. Most candidates will meet the entry criteria specified below and hold English and Maths at Level 2. Other relevant or prior experience may also be considered as an alternative.
It is desirable that learners hold a level 3 qualification before joining this course. This may include:
All apprentice applicants under the age of 19 must hold GCSE maths and English at grade 4 or equivalent. Those who do not hold these qualifications should enquire regarding support to obtain the qualifications prior to commencement.
All apprentice applicants must complete the apprentice onboarding process, including completion of an initial skills scan. Apprentices must be able to demonstrate that they meet the requirements set by Skills England and a job role check will be completed to ensure that the workplace provides appropriate opportunities for apprentices to meet the KSBs.
The employer sets the real bar, so treat this as a guide. If somebody is close but not quite there, it is still worth the conversation.
For HR managers, HR business partners, HR consultant partners and talent managers moving beyond process into advice.
Supporting the business to meet its strategic objectives through the people plan, and making recommendations on what it can or should do in a given situation.
Covers people agenda, strategic objectives, developing a people plan, recommendations to the business
Attracting, recruiting, developing and retaining talent, managing payroll and benefits, and supporting positive employee relations.
Covers attraction and recruitment, development and retention, payroll and benefits, employee relations
Specific advice and coaching on how applicable policies and employment law should be interpreted, plus ensuring compliance. The advice is the product here.
Covers interpreting policy, employment law, compliance, coaching managers
Using data to provide insight into people trends and issues, and creating solutions to deal with them, with evidence-based decision making throughout.
Covers people data and insight, identifying trends, evidence-based decision making
Interacting with roles at different levels inside HR and beyond it, and with external stakeholders. Providing views and challenge, which needs the ability to communicate, influence and negotiate.
Covers stakeholder management, influencing and negotiating, providing challenge, supporting business projects
Apprenticeship End Point Assessment: Presentation with questions You will produce and deliver a presentation to an independent assessor. The presentation and questions will last at least 50 minutes. The independent assessor will ask you at least 6 questions. Professional discussion underpinned by a portfolio of evidence You will have a professional discussion with an independent assessor. It will last 75 minutes. They will ask you at least 7 questions. The questions will be about certain aspects of your occupation. You need to compile a portfolio of evidence before the EPA gateway. You can use it to help answer the questions. Integrated Assessment – Assignment You will complete an assignment requiring long written answers. Level 5 CIPD Associate Diploma in People Management For the people professional apprenticeship, learners must complete the Level 5 Associate Diploma in People Management. On programme, the apprentice must complete all units bar one prior to gateway. Unit 5CO03 is not completed on programme as it is the integrated module assessed as part of the apprenticeship end point assessment. Assessment for the CIPD Level 5 Associate Diploma in People Management is employer-driven and aimed at real scenarios that learners may encounter in their future career There are no exams within this programme.
Work launched in class and completed in the job, building the evidence the assessor will look at.
The employer, the apprentice and the tutor. Half an hour. Progress, targets, and anything getting in the way.
Marked by a tutor who is not theirs, so the feedback is honest and the real thing holds no surprises.
Apprentices may progress within their career to roles including HR Business Partner, HR Manager, or HR Directors.
Not sure what comes after this one? Tell us the role and we'll tell you honestly which of our apprenticeships, higher apprenticeships or university-level courses fits next.
It takes two, an employer and an apprentice. Pick your side.
Recruiting, or formalising the training of someone already in post? Start with a conversation. We'll check the role, sort the funding, and get them enrolled.
Speak to us today 0800 358 7575
Or advertise a vacancy through us and we'll handle the recruitment.
An apprenticeship is a job, so an employer has to take you on before you can start. Already employed in this kind of role? Your manager can put you forward directly.
No vacancy that suits? Register your interest and we'll tell you when one comes up.
