HR Consultant / Partner Level 5 Advanced Apprenticeship Programme Overview Rebecca Bevins HR Consultancy 24 Garrett Road, Lynx Trading Estate, Yeovil, BA20 2TJ www.rebeccabevins.co.uk admin@rebeccabevins.co.uk For further details: call 01935 411 191
Introduction Rebecca Bevins HR Consultancy Ltd (RBHR) and Bridgwater & Taunton College are working in partnership to bring you the HR Consultant / Partner Level 5 Advanced Apprenticeship, ideal for those working in, or looking to move into an HR Consultant or Business Partner role. Our programme will be supported throughout by our joint team, with the taught elements of the programme delivered by experienced and practicing HR professionals from RBHR. All structured sessions will be led by a consultant who has a wealth of HR and business knowledge gained in industry, and will bring the subject matter to life. HR Consultant / Partner Apprenticeship Standard Overview Human Resource professionals work across all sectors and sizes of organisations employing employees. The HR function is involved with delivering front line support services through to strategic people management initiatives. 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. The Standard How it was Developed The HR Consultant / Partner Level 5 Apprenticeship Standard was developed by an employer Trailblazer Group, this group of employers included: Bakkavor, BT, Canon Europe, Carillion PLC, Civil Service Learning, Compass Group plc, Dimension Data UK, EEF, Jaguar Land Rover Limited, Lloyds Bank, Marks and Spencer s, Marston s PLC, McDonald s UK, Sanctuary Housing, Severn Trent PLC, Specsavers, The Community Housing Group, Volvo, Walter Smith Fine Foods LTD, Yorkshire Building Society. *As required Page 1 of 8
Key Facts Suitability Specific job roles may include: HR Consultant or Business Partner. Duration The length of this apprenticeship should typically be 2-3 years. However, this could be closer to 18 months if the Apprentice has previously completed the Level 3 apprenticeship. Qualification Apprentices without Level 2 English and Maths will need to achieve this level prior to completion of their Apprenticeship. Study Mode Apprentices will be supported throughout, beginning with an induction to the programme, guided learning, masterclasses* and the structured learning through the CIPD L5 Intermediate Certificate in Human Resource Managment. Entry Requirements The entry requirement for this apprenticeship will be decided by each employer, but may typically be five GCSEs at Grade C or higher. Assessment The end point assessment has two main components, a Consultative Project and a Professional Discussion. Both are equally weighted. Progression Successful completion of this standard will enable the individual to become an Associate member (Assoc CIPD) of the Chartered Institute of Personnel and Development (CIPD). *As required Page 2 of 8
Knowledge, Skills and Behaviours Requirements The HR Consultant / Partner Level 5 Advanced Apprenticeship standard requires the Apprentice to demonstrate they have met the standards against the following core areas: Knowledge Skills Behaviour HR Specialisms* HR Technical Expertise HR Consultancy Flexibility Core HR Business Understanding HR Function MI & Technology Providing Support & Advice Contributing to Business Change Building HR Capability HR Information Analysis Resilience Resourcing Total Reward Organisation Development HR Operations Personal Development Relationship Management *The Apprentice will selection one of the above The assessment is made at the end point Assessment, which will consist of two main components: Consultative Project, which contains a range of evidence demonstrating that the apprentice has met the requirements of the specific Knowledge and Skills required. Professional Discussion, that will explore the specific Skills and Behaviours required. A note on qualifications, Apprentices without level 2 English and Maths will need to achieve this level prior to taking the end-point assessment. Apprentice Requirements Be employed for at least 30 hours a week. Be an employee on the first day of their apprenticeship, paid at least minimum wage (for working time and off-the-job learning). A citizen of a country within the European Economic Area (EEA) or have the right of abode in the UK, and have been ordinarily resident in the EEA for at least the previous three years on the first day of learning. Not be enrolled on another apprenticeship at the same time. Has the right to work in England. Able to complete the apprenticeship in contracted working hours. Be in a new job role (nine months or less), or in an existing job role, where significant new Knowledge and Skills are needed employer statement of justification needed (relevant to the apprenticeship). Employer Requirements Provide for the duration of the apprenticeship a contract of employment from the first day of their apprenticeship and be paid at least minimum wage (for working time and off-thejob learning). The employer must not ask the apprentice to contribute financially to the direct cost of learning. Provide the apprentice with paid time to attend off-the-job training, including additional support for English and Maths, or support accessed for learning difficulties and/or disabilities. Recognise that the apprentice must complete the apprenticeship within their working hours. Ensure apprentice spends at least 20% of their time in off the job training. Enter into a contract with the College. Support the apprentice to gain new skills. *As required Page 3 of 8
Key Stages in the Programme The major components of the apprenticeship as it evolves throughout the period and the roles of each of the major parties are shown in the table below the timings are an example, assuming a two-year apprenticeship. Month Apprentice Employer Training Provider Independent Assessment Organisation 0 Understand the job role and apprenticeship commitment. Deliver induction training and understanding role in apprenticeship. Explain apprenticeship, roles, timetable and commitments. Completes ESFA admin requirements. 1-19 Works to the role objectives, KPI s and training plan. Develops the required Knowledge, Skills and Behaviours. Manages as any other employee including performance management via monthly 121 s. Monitors progress, identifies gaps, delivers apprentice learning and supports as required. Completes ESFA admin requirements. 6-19 Studies and takes qualification. Supports and coaches. Supports and trains. 18-19 Continues building and developing the required Knowledge, Skills and Behaviours. Gateway to end point assessment Employer and Training Provider reviews progress and employer decides whether Apprentice has achieved the competency levels required against the Standard. 19-20 Apprentice, Employer and Training Provider work together to agree the content of the Consultative Project. Training Provider signs off against the Assessment Plan requirements. Agrees content of the Consultative Project. 21-23 Completes Consultative Project. Submits for assessment. Assesses Consultative Project. 24 Prepares for and participates in Professional Discussion. Informs Apprentice of the grade achieved. When decision made, completes ESFA admin requirements. Conducts Professional Discussion. Determines grade for Apprentice. Informs employer of decision. *As required Page 4 of 8
Masterclasses The programme will provide Masterclasses* covering the following topics: Management Information, Technology and Analysis HR Consultancy Providing Support and Advice Contributing to Business Change Building HR Capability Personal Development Relationship Management HR Behaviours, Flexibility and Resiliance Employment Law Reflective Practice After each masterclass* we ask learners to reflect on what they have learnt, update their development log/plan and consider what they will Stop, Continue and Start doing. This process of reflective practice acts as a great discussion piece for the Apprentice in one to one meetings with their manager ensuring learning is embedded back at work, it also provides a valuable link to appraisals and more. These commitments are also revisited by our team at touch points with the learner, which gives us an opportunity to access the learner s progress and development against the required Knowledge, Skills and Behaviours. Stop Continue Start *As required Page 5 of 8
RBHR Training Vision and Values Our Vision: To deliver truly exceptional training that provides learners with the skills they need to not only succeed, but flourish in the working environment. We believe that the benefits of effective training are not only shown within the individual, but also cascade through the organisation as a whole. As such, RBHR views all training projects as an opportunity to add value to organisations, and to provide a real return on investment that cannot be replicated by our competitors. Our Values: Great training starts with a great trainer In order to ensure that the training we deliver is truly exceptional every one of our trainers undergoes constant CPD, keeping themselves up to date with all aspects of HR and Management. Trainers within the business have completed a Level 3 award in Education and Training to ensure they have a solid academic foundation on which to build their training style and approach. We believe that it is best to have a diverse team with a diverse set of strengths, meaning that we can tailor our trainers to an organisations specific training needs. To provide real training it s not enough to have a purely academic or theoretical understanding of Management and HR, so each of our trainers continues to actively work within our Resourcing and HR Consultancy teams to ensure they are on the cutting edge of their profession. Involvement and inclusion should be at the heart of all training We believe that learners get the most out of training that they can actively contribute towards, so we ensure that each training session we deliver includes an appropriate amount of group discussion and interaction. Everyone can benefit from effective training, so when we deliver our training we consider our learners development level, learning style, personality type, and additional learning needs to ensure that they get the most from the experience. Diversity should be celebrated One size does not fit all! Diversity not only includes individual differences in delegates, but also differences within the businesses we support. We believe that no two businesses are the same, so no two training sessions should be the same! Our trainers approach topics in a pragmatic, realistic way, taking into account the actual challenges that organisations face, and using real life examples of how to overcome those challenges within different (and varied) business sectors. We don t believe that every problem has only one correct solution, so we work with learners to find solutions that are right for them, and their organisation as a whole. We understand that training needs will vary greatly between learners and organisations, so we take a collaborative approach in order to provide flexible and adaptive training solutions. Support shouldn t be time-restricted A great trainer s job does not finish at the end of a designated training session. We understand that learners will often have queries outside of normal training sessions, so we offer telephone support to these learners during operational hours. *As required Page 6 of 8
Trainer Contact Details Just some of the RBHR team you may come into contact with during your Apprenticeship, should you have any questions, then please don t hesitate to contact us. Ben Malik b.malik@rebeccabevins.co.uk Work mobile number: 07814 442065 Matt Higgins: m.higgins@rebeccabevins.co.uk Work mobile number: 07817 039675 Amy Cooke a.cooke@rebeccabevins.co.uk Work mobile number: 07860 853613 Kane Greenhill k.greenhill@rebeccabevins.co.uk Work mobile number: 07496 169688 Hollie Simmonds h.simmonds@rebeccabevins.co.uk Work mobile number: 07538 040829 Rebecca Bevins HR Consultancy 24 Garrett Road, Lynx Trading Estate, Yeovil, BA20 2TJ www.rebeccabevins.co.uk *As required admin@rebeccabevins.co.uk Page 7 of 8