HR Consultant / Partner L5 Apprenticeship

Level 5
HR Consultant Apprenticeship
two colleges discussing work
What is a HR Consultant?

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.

The primary duties we cover on this apprenticeship...
  • Role may be known as HR consultant or HR business partner in different organisations.
  • Provide and lead delivery of HR solutions to business challenges, offering tailored advice to mid-level and senior managers.
  • Options include a generalist role supporting various HR areas (Core HR) or a specialist role with expertise in specific HR areas (Resourcing, Total Reward, Organisation Development, or HR Operations).
  • Grounded in the whole range of HR disciplines covered in the qualification options.
  • Make decisions and recommendations for specific situations, influencing managers to embrace best practices.
  • Lead people-related aspects of business or HR projects.
  • Link their work to business context and priorities.
  • In larger organisations, may work as part of a team supporting the business and may have people management responsibilities.
Apprentices will benefit from:

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

  • HR business partner
  • HR manager
more Information

The length of this apprenticeship should typically be 19 months but could be shortened if the apprentice has previously completed the Level 3 apprenticeship.

Entry Requirements

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.

Link to professional registration and progression

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, Skills & Behaviours

Requirements: Core knowledge, skills and behaviours


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.


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.


What is required


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.


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.


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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