Level 5 People Professional with CIPD

An employee in this role will interact with various roles at differing levels of the organisation from within HR to other business areas.

People Professional employees 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.

They might:

• Make recommendations on what the business can or should do in specific situations.
• Support managers and leaders to implement their people strategies.
• Use data to provide insights into people trends and issues and create solutions to deal with them.
• Maintain knowledge of both internal and external environment and how this impacts role.
• Contribute to the review, design and update of any people policies and processes ensuring they are in line with legislative requirements.
• Keep up to date with emerging thinking and people trends.

22-24 months depending on existing knowledge, skills, and experience.

£11,000 (see funding)

There is an endpoint assessment conducted independently by an endpoint assessment organisation (CIPD). This consists of:

• Presentation and questioning: The presentation and questions must last 50 minutes. This will typically include a presentation of 20 minutes and questioning lasting 30 minutes.
• Professional discussion underpinned by a portfolio of evidence: This formal two-way conversation must last for 75 minutes.
• Assignment: The assignment for unit 5CO03 is the integrated assessment method and must be the final assessed unit for the L5 Associate Diploma in People Management qualification.

The Level 5 People Professional Apprenticeship also requires mandatory completion of the Level 5 CIPD Diploma in People Practice, the cost of this is included in the apprenticeship funding and is awarded following successful completion of the End Point Assessment.

Development in the following areas:-

Knowledge – Internal/External Sources of Data, People Systems, People Operating Models & Theories, Functions within the People Profession, Business Aims & Objectives, Evolution of People Professional Industry, Sources of Specialist HR Expertise or Guidance, Regulatory Requirements such as Data Protection, Employment Legislation & Policies, Problem Solving, Project Management, Emerging Digital Trends, Commercial Implications & Awareness, Benchmarking, Negotiation, Equity, Diversity & Inclusion, Employee Wellbeing Approaches, Data Analysis Techniques, Current Practices and Developments in the Sector.

Skills – Communicating Information, Build/Manage Stakeholder Relationships, Advise on Application of Policy, Use Data/Metrics to Mitigate Areas of Risk, Negotiate & Influence Stakeholders, Present Insight & Conclusions on Workforce Issues, Enable Stakeholders to Deliver People Solutions, Lead & Improve People Capacity, Manage & Deliver People Related Business & Change Projects, Handle & Process People Data, Embed Organisational People Policy to Promote Diverse & Inclusive Cultures, Analyse Financial Implications of People Solutions, Support the Delivery of People Strategies, Use Prioritisation Tools, Contribute to Development, Interpret People & Management Data, Educate & Support Stakeholders, Benchmark to Improve People Policies.

Behaviours – Motivated & Resilient, Work Flexibly to Adapt, Seek LEarning Opportunities & Continuous CPD, Act in a Professional Manner with Integrity, Work Collaboratively, Take Personal Responsibility, Encourage a Diverse & Inclusive Culture, Takes Personal Responsibility for/and Promoting Wellbeing, Role Model Ethical Behaviour & Practices.

Attraction, development, engagement and retention of senior HR professional.

Development of People Professional expertise which typically include:

• Make recommendations on what the business can or should do in specific situations.
• Support managers and leaders to implement their people strategies.
• Use data to provide insights into people trends and issues and create solutions to deal with them.
• Maintain knowledge of both internal and external environment and how this impacts role.
• Contribute to the review, design and update of any people policies and processes ensuring they are in line with legislative requirements.
• Keep up to date with emerging thinking and people trends.
• Providing and leading the delivery of HR solutions to business challenges, tailored advice, and influence managers.
• Bring best practice into the organisation – at all times linking to the context and priorities of the business

Typical Job Titles Include:

• HR Business Partner
• HR Consultant Partner
• HR Generalist
• HR Manager
• HR Pay & Reward
• Organisation Development Consultant
• Employee Relations Manager
• Diversity & Inclusion Manager
• Rewards Consultant
• Talent Manager
• Wellbeing Consultant

All apprenticeships are employer-led and are the responsibility of the employer, with the support of the training provider.

The employer should provide:

• Induction training, managing the employee, including performance management reviews
• Conduct monthly 1-2-1s and provide support
• Provide workplace learning activities, shadowing opportunities, coaching and mentoring
• Agree scope and content of a People Professional project
• Provide ongoing and final feedback
• Co-operate with the requirement for 20% of apprentices’ time to be spent ‘off the job’ learning related to the HR Consultant/Partner Standard

Crosby will provide:

• Initial advice and guidance, clarify roles and responsibilities and agree a timetable
• Complete relevant apprentice paperwork
• Help identify learning gaps and deliver formal training
• Conduct progress reviews and provide learner support
• Help agree scope and content of project, register with appropriate bodies and support in preparing the apprentice for the formal End Point Assessment (EPA)

Course dates and locations will be planned by Crosby, with workshop schedules starting every other month. Please contact us to register your interest, or formally apply to join a local cohort by completing our enrolment form.

*Delivery of the Level 5 People Professional apprenticeship begins on 01 November 2023.

For larger employers, this Apprenticeship will be funded through your Digital Apprenticeship Account (levy).

For smaller employers, not subject to the Apprenticeship Levy, the Apprenticeship will be funded 95% by the government and 5% by the employer.

Option to take part in a 3-day residential event (an additional charge applies for accommodation which cannot be Government funded).

• As stated on the Register of Apprentice Training Providers (RoATP) – CMT specialise in delivering a range of L&D and HR training qualifications and apprenticeships and has been an approved CIPD centre for over 20 years – all our Trainers have held senior positions in a range of organisations spanning the private, public and third sector.
• CMT take a cohort-based approach. The approach taken to delivering the workshops allows Apprentices to get to see other environments outside of there instead of a set classroom location. Alongside this, cohorts will have a mix of organisations or departments within an organisation offering wider experiences outside of the apprentice’s environment.
• CMT can offer an equivalent level CIPD qualification and membership alongside the Apprentice qualification, further demonstrating individual professionalism and providing unparalleled access to relevant L&D and HR industry resources.
• CMT will provide, as part of the Apprenticeship Programme, a 3-day optional off-site ‘residential’ experience ‘event’ specifically designed to develop the requisite ‘behaviours’ stated in the standards. This is unique to CMT and, whilst educational, will be both fun and engaging.
• Paul Cadman and Emma Horne (both senior management of CMT) instigated and drove the development of the joint L&D/HR Trailblazer Employer Group, being instrumental in the creation of the two new Standards in L&D (being the first provider to start to deliver these) and completion of the two stalled HR standards, with CMT being the first in the country to deliver these and we are now entering the end point assessment for our first cohort.
• In addition, our CEO Paul Cadman is on the Board of the Institute for Apprenticeships whilst chairing the IfA Quality Committee and Emma Horne is one of only 135 CIPD members from 135,000 to have been awarded the honour of ‘Companion’ status, so you would have to go a long way to find involvement by any training provider who is at the very heart of Apprenticeships in the UK.