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.
For more information on the skills, knowledge and behaviours required to fulfil this role, please visit https://www.instituteforapprenticeships.org/apprenticeship-standards/hr-consultant-partner/.
There are no formal entry requirements but each employer might state their own requirements.
The length of this apprenticeship should typically be 2-3 years, but could be closer to 18 months if the apprentice has previously completed the Level 3 apprenticeship.
Apprentices will complete work-based learning and will be paid a wage, gaining valuable knowledge and experience. In-house training will be provided by the employer with an Assessor visiting and supporting in the work place. Further training will be provided at the Isle of Wight College, depending on the needs of the learner and the employer. This method of delivery allows for a flexible approach which is tailored to each apprenticeship.
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:
Apprentices without Level 2 English and maths will need to achieve this level prior to completion of their apprenticeship.
The apprenticeship will end with an End Point Assessment (EPA). This measures the skills, knowledge and behaviours each apprentice has developed. Employers will decide when the apprentice is ready to be assessed.
The End Point Assessment consists of:
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.
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.
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