People expertise that gives the business advice, views and challenge
An apprenticeship is a real, paid job. The apprentice works for an employer and trains with us at the same time, and comes out with a nationally recognised qualification and the experience to go with it.
The short answer
Apprentices must be working within the human resource management or development field and their job role must align with the apprenticeship standard.
Eligible candidates from within an organisation will be selected for registration by the University and/or partner college in consultation with the employer. Most candidates will meet the entry criteria specified below and hold English and Maths at Level 2. Other relevant or prior experience may also be considered as an alternative.
It is desirable that learners hold a level 3 qualification before joining this course. This may include:
All apprentice applicants under the age of 19 must hold GCSE maths and English at grade 4 or equivalent. Those who do not hold these qualifications should enquire regarding support to obtain the qualifications prior to commencement.
All apprentice applicants must complete the apprentice onboarding process, including completion of an initial skills scan. Apprentices must be able to demonstrate that they meet the requirements set by Skills England and a job role check will be completed to ensure that the workplace provides appropriate opportunities for apprentices to meet the KSBs.
The employer sets the real bar, so treat this as a guide. If somebody is close but not quite there, it is still worth the conversation.
The broad purpose of the occupation is to support the business to meet its objectives through the people agenda
Giving specific advice and coaching on the interpretation of applicable policies and employment law to the business, and ensuring compliance.
Covers Specialist employment law
Attracting, recruiting, developing and retaining talent, managing payroll and benefits, and supporting positive employee relations.
Covers Talent management and workforce planning, Reward for performance and contribution, Employment relationship management
Using data to provide insights into people trends and issues and creating solutions to deal with them, adopting evidence-based decision making.
Covers Evidence Based Practice
Through development of a people plan, making recommendations on what the business can or should do, and supporting managers and leaders to implement their people strategies.
Covers Organisational performance and culture in practice
Interacting with roles at differing levels, from within HR to other business areas, and with external stakeholders. The ability to communicate, influence and negotiate is key.
Covers Professional behaviours and valuing people
Level 5 · 7 modules
CIPD Associate Diploma in People Management
This apprenticeship will provide learners with the core knowledge, skills and behaviours to meet the duties of the People Professional Standard.
This course includes the following core modules that all students complete:
As part of the apprenticeship, learners will complete the Level 5 CIPD Associate Diploma in People Management
Occasional changes to modules and course content may take place. Students will be notified when applicable.
Further details about the Level 5 CIPD Associate Diploma in People Management are available in the course specification available from the CIPD.
About
The HR Level 5 Apprenticeship is ideal for:
The People Professional apprenticeship is right for apprentices who…
Benefits for the Employer
The Level 5 People Professional Apprenticeship provides HR staff with a deeper understanding of HR within an organisation, enhancing their ability to provided People Professional expertise within a company or organisation.
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.
Benefits for the Apprentice
As part of the apprenticeship, learners complete the CIPD Associate Diploma in People Management, an industry-recognised standard that shows employers they have the knowledge, skills and behaviours required to perform roles in the HR function.
This standard aligns with the following professional recognition:
Chartered Institute of Personnel and Development for Associate Member
Study Commitment
The apprenticeship is delivered on a day release model, with bi-weekly classroom attendance.
Apprentices will also receive off-the-job learning time within the workplace to support their learning.
Alternate models can be arranged for organisations who wish to enrol full cohorts: please contact the team to discuss your needs.
Learning Approach
On campus teaching includes a combination of lectures, small group seminars, workshops, guest lectures and discussions.
Delivery is on a fortnightly basis on Mondays between 09:30 and 15:30.
Apprentices will also receive off-the-job learning time within the workplace to support their learning.
Qualification Awarded
People Professional
CIPD Level 5 Associate Diploma in People Management
Next Steps
Following completion of this apprenticeship learners may wish to progress to a level 6 qualification such as the Accelerated Chartered Manager Degree Apprenticeship (CMDA) or undertake a level 7 CIPD qualification.
Location
UcDon
Apprenticeship End Point Assessment:
Presentation with questions
You will produce and deliver a presentation to an independent assessor. The presentation and questions will last at least 50 minutes. The independent assessor will ask you at least 6 questions.
Professional discussion underpinned by a portfolio of evidence
You will have a professional discussion with an independent assessor. It will last 75 minutes. They will ask you at least 7 questions. The questions will be about certain aspects of your occupation. You need to compile a portfolio of evidence before the EPA gateway. You can use it to help answer the questions.
Integrated Assessment - Assignment
You will complete an assignment requiring long written answers.
Level 5 CIPD Associate Diploma in People Management
For the people professional apprenticeship, learners must complete the Level 5 Associate Diploma in People Management. On programme, the apprentice must complete all units bar one prior to gateway. Unit 5CO03 is not completed on programme as it is the integrated module assessed as part of the apprenticeship end point assessment.
Assessment for the CIPD Level 5 Associate Diploma in People Management is employer-driven and aimed at real scenarios that learners may encounter in their future career
There are no exams within this programme.
Apprentices may progress within their career to roles including HR Business Partner, HR Manager, or HR Directors.
Not sure what comes after this one? Tell us the role and we'll tell you honestly which of our apprenticeships, higher apprenticeships or university-level courses fits next.
It takes two, an employer and an apprentice. Pick your side.
Recruiting, or formalising the training of someone already in post? Start with a conversation. We'll check the role, sort the funding, and get them enrolled.
Speak to us today 01302 553 913
Or advertise a vacancy through us and we'll handle the recruitment.
An apprenticeship is a job, so an employer has to take you on before you can start. Already employed in this kind of role? Your manager can put you forward directly.
No vacancy that suits? Register your interest and we'll tell you when one comes up.
