Employers
An HR Support Apprenticeship is designed for individuals interested in becoming HR professionals and providing valuable human resources expertise within a company or organisation.
This Apprenticeship is ideal for those with excellent communication skills, a strong sense of confidentiality, and a passion for helping others.
By the end of the Apprenticeship, individuals will be well-prepared to excel as skilled HR Support professionals.
Earn a wage, whilst studying a fantastic course
Gaining experience in a fast-paced & competitive industry
No learning costs for the Apprentice
Potential career paths of HR Consultant Apprentices…
HR consultant partner
The length of this apprenticeship should typically be 19 months but could be shortened if the apprentice has previously completed the Level 3 apprenticeship.
The apprentice will complete C.I.P.D. qualification Level 5 Associate Diploma in People Management (from 1st June 2021)
Apprentices without Level 2 English and maths will need to achieve this level prior to completion of their apprenticeship.
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.
Knowledge | What is required |
|---|---|
HR technical expertise | Good understanding across all HR disciplines, HR legislation and an excellent working knowledge of the organisation’s HR policies and procedures. Sound understanding of HR in their sector and any unique features. Up to date with best practice and emerging thinking – able to use this in their dealings with the business. |
Business understanding | Understands what the organisation does, the external market and sector it operates in, its challenges and issues. Understands business and HR KPIs and metrics, building a clear picture of how the business is performing. Understands the impact of this on their role. |
HR function | Understands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise. |
MI and technology | Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR. |
Skills | What is required |
|---|---|
HR consultancy | Develops and delivers HR solutions to the business that are appropriate to the organisational context. Influences leaders and managers to adopt appropriate solutions. Provides tailored HR services to the business as required by their role e.g. Performance Management, Resourcing, Development, Talent, Reward. Contributes to the development of relevant HR policies & procedures and/or HR initiatives. |
Providing support and advice | Tailors business-centred advice on the interpretation and application of HR policies and processes. Makes sound judgments based on business need, ensuring the business operates within the boundaries of employment law. Deals with escalated people issues and works with the business to resolve them. |
Contributing to business change | Leads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change. |
Building HR capability | Leads the improvement of people capability within the business or own team. Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate. |
HR information analysis | Researches, analyses and presents HR business data (both internal and external) to provide insight, support solutions to business issues and track performance. |
Personal development | Keeps up to date with business changes and HR legal, policy, process changes relevant to their role. Seeks feedback and acts on it to improve their performance and overall capability. Plans their own development; shows commitment to the job and the profession |
Relationship management | Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations. Communicates confidently with people at all levels, including senior management. |
Behaviours | What is required |
|---|---|
Flexibility | Adapts positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met. Curious about HR business trends and developments, incorporating them into their work. |
Resilience | Displays tenacity and proactivity in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure. |
HR specialisms (The apprentice will select one of the following options)
Knowledge (HR Technical Expertise) | What is required |
|---|---|
Core HR | Excellent working knowledge of the principles and practices in at least one of Employee Relations, Performance Management, Employee Engagement and their application in delivering HR solutions to business challenges. |
Resourcing | Excellent working knowledge of the principles and practices of resourcing, covering the complete process, from attraction to induction, including the use of social media and their application in delivering HR solutions to business challenges. |
Total reward | Excellent working knowledge of the principles and practices of reward, compensation and benefits and their application to all levels of the organisation. |
Organisation development | Excellent working knowledge of the principles and practices in one of* Organisation Development, Learning & Development, Talent Management and their application in delivering HR solutions to business challenges. |
HR operations | Excellent working knowledge of the principles and practices of running HR Operations, including a service centre, technology and HR data and analytics to provide services required by the business. |
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