This role could be called an HR Consultant or an HR Business Partner in different organisations. 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 – likely to be the Core HR option; 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. They are also likely to lead the people related elements of business or HR projects. Whatever their role, they will need to link the work they do to the context and priorities of the business. In a larger organisation they may be one of a team supporting the business and they may also have responsibility for managing people.
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 business.
Understands what the organisation does, the external market and sector it operates in, its challenges and issues. Understands business and HR KPIs and metrics, building a clear picture of how the business is performing. Understands the impact of this on their role.
Understands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise.
MI and Technology
Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR.
All apprentices must complete initial assessments which cover maths, English and ICT. These are to ensure that you meet the requirements of the course and to demonstrate your ability to complete the qualification. It will also help the College identify any areas of support you may need.
The apprentice will complete an appropriate qualification (as considered most relevant by the employer), within which they will be able to focus on their chosen option, from the Chartered Institute of Personnel and Development:
• CIPD Level 5 Intermediate Certificate in Human Resource Management
• CIPD Level 5 Intermediate Diploma in Human Resource Management
Apprentices without Level 2 English and maths will need to achieve this level prior to completion of their Apprenticeship.
This Apprenticeship could be an entry level role to the business, however, it is more likely to be a progression from a lower level role or Apprenticeship, building on the knowledge and skills gained in that role or Apprenticeship. On completion of this apprenticeship, the individual will be fully competent in the role and this will give them an in depth knowledge of HR in their chosen option. They can then continue to develop in that option (perhaps through a further Apprenticeship), or broaden their HR expertise in another area to develop their career. Separately, there are a range of qualifications available for further study up to post graduate level.
Successful completion of this standard enables the apprentice to apply to become an Associate Member of the Chartered Institute of Personnel and Development. Chartered membership can be achieved through further qualifications or experience based assessment.
Fees quoted apply to courses starting in the academic year 2018/19 (August 2018 – July 2019). There may be a slight increase in fees for courses starting 2019/20.