HR People Professional Apprenticeship (CIPD)

Apprenticeships

People Professional (CIPD)

Level 5

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The Green Skills Hub

(Pending CIPD approval) Providing People Professional expertise within a company or organisation.

Qualification

People Professional Apprenticeship

Qualification Level

Level 5

End Point Assessment Centre

DSW

Instruction Language

English

Qualification Duration

22 months (this does not include EPA period)

Included in

Our Green Skills Pathway

Employer Funding & Incentives

Funding

As of the 18th March 2024 the government announced significant changes to apprenticeship funding, aimed at supporting small and medium-sized enterprises (SMEs) in their hiring of young apprentices. Prime Minister Rishi Sunak unveiled plans to eliminate SME co-investment payments for apprentices under the age of 22, alongside increasing the transfer limit of apprenticeship levy funds from 25% to 50%.

read the full article

Incentives

Employers could get £1,000 each for taking on an apprentice who is either:

aged 16 to 18 years old, or
aged 19 to 25 years old and has an education, health and care (EHCP) plan or has been in the care of their local authority

What you can use the payment for
The payment is different to apprenticeship levy funds, so you can spend it on anything to support your organisation’s costs. For example, on uniforms, your apprentice’s travel or their salary. You do not have to pay it back.

To read the full Apprenticeship Standard: Click here

Who is this course suitable for?

This role can be found in organisations of any size, in any sector. In smaller organisations, this type of role is likely to have a broader remit. People Professionals play a key role in supporting the business to meet its strategic objectives by driving forward the People agenda. People Professionals are responsible for various activities from attracting, recruiting, developing, and retaining talent, managing payroll and benefits, supporting positive employee relations, and ensuring compliance with employment law.

The broad purpose of the occupation is to support the business to meet its objectives through the people agenda and relative initiatives. People expertise will be used to provide advice, views, and challenge to the business, enabling the role to be involved in a wide range of projects and tasks.

In their daily work, an employee in this occupation will give specific advice and coaching on the interpretation of applicable policies and employment law to the business. They will also support on people related elements of business projects. They will work with stakeholders inside the People function, internal stakeholders, and external stakeholders as appropriate.

An employee in this role will interact with various roles at differing levels of the organisation from within HR to other business areas. The ability to communicate, influence and negotiate is key whilst adopting evidence-based decision making.

An employee in this occupation could be responsible for supporting the business to deliver their objectives through development of a people plan. Making recommendations on what the business can or should do in specific situations. Supporting manager and leaders to implement their people strategies. Using data to provide insights into people trends and issues and creating solutions to deal with them. Maintaining knowledge of both internal and external environment and how this impacts role. Contributing to the review, design and update of any people policies and processes ensuring they are in line with legislative requirements. Keeping up to date with emerging thinking and people trends.

Typical job titles include:

Diversity and inclusion manager
Employee relations consultant
Hr business partner
Hr consultant partner
Hr generalist
Hr manager
Hr pay and reward
Organisation development consultant
Rewards consultant
Talent manager
Wellbeing consultant

Roles & Responsibilities may include:

Implement people strategies and equality objectives for the business.
Address people issues within your area of work, managing risks and creating innovative solutions.
Develop and implement annual people plans and projects. Align to business and people strategies ensuring equity, diversity, and inclusion.
Maintain up-to-date people policies, ensuring developments in people practice are embedded.
Make and present evidence-based decisions for people solutions, drawing on and carrying out relevant research and utilising benchmarking data.
Provide advice, guidance, and training to the business on people-related issues in line with business policies and employment law.
Develop and maintain inclusive relationships with internal stakeholders to influence and support their people’s requirements.
Contribute to workforce design and succession planning, identifying future trends and issues across the organisation.
Contribute to the ongoing success and growth of their organisation by providing insight on people-related issues.
Evaluate the impact of people policies and procedures on the organisation, its culture, and its people.
Lead people development such as talent management, coaching and mentoring arrangements, for their organisation.
Support the improvement of the agility and productivity of workforces and organisations, to enable innovation and collaborative working using technology.
Enable the 3 pillars of sustainability (Economy, Society and Environment) and social value.

Behaviours

These are the personal attributes and behaviours expected of carrying out their roles

Being highly motivated and resilient when faced with challenging situations
Being flexible and adapting to any circumstances as required by the situation
Being eager to learn and seeking out opportunities for continuous professional growth, which can be integrated into work
Professionally conducting oneself and always acting with integrity
Working collaboratively with other members of the organization, as well as external stakeholders
Taking personal responsibility for promoting and practising sustainable working practices
Dedication to promoting a culture of diversity and inclusivity
Taking personal responsibility for promoting and maintaining well-being
Leading by example by demonstrating ethical behaviour and challenging decisions and actions that are not ethical

Course Costs

This course is funded by the UK Government. The value of this training is:

£11,000.00

Employer 5% contribution

£550.00

End Point Assessment Cost (Paid by Kiwi)

£TBC

Enquire The Green Skills Hub

Students saved up to 50% on their fees

96 Students saved up to 50% on their fees

Course content

OCCUPATIONAL BRIEF OF STANDARD

KNOWLEDGE

People Professionals have the Knowledge and understanding of:

Leading improvement teams
Internal and external sources of data for managing people
People systems and how they can be used to create business value
Different models and theories of people management for various business types, such as small or large, private or public.
Functions within the people profession, and how each contributes to the business
Business objectives and goals, and how their work aligns with them
The evolution of the people management industry and its current role
Sources of specialist HR expertise and guidance for people-related issues, including ethics
Regulatory requirements such as data protection, confidentiality, and data management for handling and processing data and its application
Employment legislation and policies
Problem-solving and decision-making techniques
Project management practices and techniques
Emerging digital trends and how they can be integrated into people management practices
Commercial and budgetary implications of people management
Business awareness and understanding of the external environment it operates within
Prioritization tools and techniques, such as the priority matrix
Internal and external sources of data for benchmarking
Negotiation and influencing models and techniques
Communication techniques for interacting with stakeholders, including appropriate presentation techniques
Approaches and practices for equity, diversity, and inclusion
Approaches to employee well-being
Data analysis techniques.

SKILLS

People Professionals have the following Skills:

Communicate information through appropriate channels to enable key stakeholders to understand what is required
Build and manage multiple and diverse stakeholder relationships
Advise on the application of policies, regulations, and laws for HR issues
Use data and metrics to mitigate areas of risk and highlight opportunities
Negotiate with and influence stakeholders to support the achievement of business and organisational objectives
Present insights and conclusions on workforce issues or people process failures
Enable stakeholders to deliver people solutions, e.g., through negotiation and providing guidance
Lead and improve people capability within the business
Manage and deliver people-related business and change projects
Handle and process people data according to legislative requirements
Embed organisational people policy to promote a diverse and inclusive culture with stakeholders
Analyse financial implications of people solutions, ensuring value for money
Support the delivery of people strategies using technology and innovation in accordance with regulations and policies
Make decisions on people policy and issues raised, escalating concerns outside own area of responsibility
Use prioritisation tools, e.g., priority matrix, to manage workload and deliver against business objectives
Challenge matters that conflict with ethical values or legislation
Contribute to the development of people policies and procedures or people initiatives
Interpret people and management data, from both internal and external sources, to identify trends
Educate and support stakeholders to deal with wellbeing issues
Benchmark to improve people policies and procedures or people initiatives

TESTIMONIALS

Kiwi Education is an fantastic training provider who really does put it’s students at the heart of their delivery. Our staff have felt supported throughout their apprenticeship

– False Flag Tattoo

Area: Professional Accounting Taxation Technician AAT Apprenticeship

TESTIMONIALS

Our staff enrolled on courses have not only improved within their roles but with the support from Kiwi Education they have excelled and progressed from one level to a higher level. We are thrilled with the service from Kiwi Education.

– Costa Coffee

Area: Team Leader Supervisor Apprenticeship

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