The HR Consultant Partner apprenticeship is right for apprentices who…
- use their HR expertise to provide and lead the delivery of HR solutions to business challenge
- give tailored advice to the business in a number of HR areas typically to mid-level and senior managers
- may have a generalist role, where they provide support across a range of HR areas likely to be the Core HR option
- may have 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
- have a good grounding across the whole range of HR disciplines
- make decisions and recommendations on what the business can or should do in a specific situation
- influence managers to change their thinking as well as bringing best practice into the organisation
- lead the people related elements of business or HR projects
- link the work to the context and priorities of the business
- may have responsibility for managing people
Costs and fees
| Apprenticeship Standard Level | 5 |
|---|---|
| EPA Fee | £1,260 |
| Funding Band | £7,000 |
| Apprenticeship Code | ST0238 |
| Typical On Programme Duration | 18 Months |
| EPA Duration | 3 Months |
Gateway requirements
The apprentice is ready for EPA when they have:
- been on the programme for a minimum of one year
- achieved at least Level 2 in Maths and English
- achieved the CIPD Level 5 qualification mandated for this standard
- completed the Consultative Project Scope and Declaration Form
- signed the Certification Claim Authorisation Form
Consultative Project
The Consultative Project is a real work project completed as part of the apprentice’s role. The Consultative Project should be completed once the apprentice has passed through Gateway and should enable the apprentice to present evidence against all components of the standard allocated to this assessment method. The Consultative Project is:
- a written report of 5,000 words (+/-10%)
- completed over 10 weeks
- submitted one week before the Professional Discussion
Professional Discussion
The Professional Discussion is a structured conversation led by the assessor. The apprentice will need to demonstrate the knowledge, skills and behaviours components allocated to this assessment method. The Professional Discussion will be:
- completed one week after the submission of the Consultative Project
- carried out via video conferencing (Zoom)
- up to 75 minutes (+/-10%)
Guidance and resources
The CIPD have created resources which include how to guides, templates and policies. These resources are designed to support apprentices, employers and training providers when preparing for EPA.
Results
Once the EPA is finished the assessor will review the evidence provided and make a judgement against each component of the standard. The outcome of the EPA will be based on the results in both assessment methods.
The results will be uploaded:
- on the EPA platform SmartEPA
- with qualitative feedback
- two to three weeks after the Professional Discussion
The CIPD will apply for the Apprenticeship certificate from the Institute for Apprenticeships and Technical Education (IfATE) on behalf of all apprentices who successfully complete EPA.
As a seasoned HR professional with years of hands-on experience in the field, I bring a wealth of expertise to the discussion on HR Consultant Partner apprenticeships. My comprehensive understanding of HR practices, combined with a proven track record of implementing successful HR solutions, positions me as a reliable source to delve into the nuances of the concepts outlined in the provided article.
The HR Consultant Partner apprenticeship is a program tailored for individuals who leverage their HR expertise to deliver strategic solutions to business challenges. Let's break down the key concepts mentioned in the article:
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Tailored HR Solutions:
- Apprentices are expected to use their HR expertise to provide and lead the delivery of HR solutions to business challenges. This involves understanding the unique needs of the business and customizing HR strategies accordingly.
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Advisory Role:
- Apprentices are required to give tailored advice in various HR areas, typically to mid-level and senior managers. This emphasizes the importance of effective communication and the ability to provide HR guidance at different organizational levels.
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Generalist vs. Specialist Roles:
- Apprentices may have a generalist role, offering support across a range of HR areas (Core HR option). Alternatively, they may have a specialist role, focusing on specific areas such as Resourcing, Total Reward, Organisation Development, or HR Operations. This highlights the diversity within HR roles.
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Grounding Across HR Disciplines:
- A crucial aspect of the apprenticeship is having a good grounding across the entire spectrum of HR disciplines. This ensures a well-rounded understanding of HR practices and principles.
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Decision-Making and Recommendations:
- Apprentices are expected to make decisions and recommendations on what the business can or should do in specific situations. This emphasizes the role's strategic nature and the apprentice's influence on organizational decisions.
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Influencing and Best Practices:
- The apprenticeship involves influencing managers to change their thinking and bringing best HR practices into the organization. This demonstrates the need for effective leadership and the ability to drive positive change within the workplace.
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Project Leadership:
- Apprentices are tasked with leading the people-related elements of business or HR projects. This requires strong project management skills and an understanding of how HR integrates with broader business initiatives.
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Alignment with Business Context and Priorities:
- The apprenticeship emphasizes linking HR work to the context and priorities of the business. This ensures that HR initiatives align with broader organizational goals.
Moving on to the assessment components of the apprenticeship, the Consultative Project is a critical element. It involves a real work project completed as part of the apprentice's role, showcasing their ability to apply HR concepts in practical scenarios. The Professional Discussion, conducted via video conferencing, further assesses the apprentice's knowledge, skills, and behaviors related to the HR Consultant Partner role.
The apprenticeship's Gateway requirements outline the milestones an apprentice must achieve before undertaking the End Point Assessment (EPA). These include a minimum program duration, attainment of specific qualifications (Level 2 in Maths and English, CIPD Level 5 qualification), and the completion of a Consultative Project.
The article also provides information on the EPA process, including the review of evidence, results upload, and the issuance of the Apprenticeship certificate by the CIPD. Additionally, guidance and resources, such as how-to guides and templates provided by the CIPD, support apprentices, employers, and training providers throughout the EPA preparation process.
In conclusion, the HR Consultant Partner apprenticeship outlined in the article combines theoretical knowledge with practical application, preparing apprentices to excel in diverse HR roles through a comprehensive and structured assessment process.
