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Home » Qualifications » Apprenticeship » Senior People Professional Apprenticeship Level 7

Senior People Professional Apprenticeship Level 7

Course Description

Senior People Professional Apprenticeship Level 7 - SCROLL TO THE BOTTOM TO APPLY

Content of the Apprenticeship Standard (designed by the HR and L&D Trailblazer employer group and approved by the Institute for Apprenticeships and Technical Education)

Knowledge – Employee lifecycle, organisation culture, business acumen, measuring value and impact, technology, change methodology, strategic workforce planning, diversity and inclusion, building coaching and mentoring capability, project management, worker voice.

Skills – Implement a range of people policies, recognise the interventions an organisation needs to create the desired cultures and behaviours, create and manage relevant budgets, design and contribute to the formulation and shaping of the people strategy, interpret and offer insight into data and metrics, question accepted practice and articulate the need for change.

Behaviours – Role models ethical behaviour, demonstrates professional courage, makes a visible commitment to valuing people, role models collaborative, actively creates opportunities to learn, evidence based approach to decision making, strategic and commercial mind-set to drive and enable change.

What’s included in the CMT Apprenticeship programme?

  • Year 1: 6 core modules –focus on core components of the standard
  • Year 2: 3 modules per specialism – Focused on chosen specialist areas (HR, OD, L&D) of the standard
  • Inclusion of the NEW CIPD Level 7 Qualification –either Diploma in Strategic People Management or L&D
  • 3-way progress reviews – (Learner, Line Manager, Lead Trainer) every 8-12 weeks either at learner’s location or online via MS Teams / Webex Meetings / Skype
  • Digital learning pathway –interactive guided study material and learning activities aligned to the core modules and specialisms within the standard. The pathway also provides the functionality to capture learning portfolio, real time progress against the standards and formal progress reviews with employer oversight
  • Ongoing action learning sets focused on practical outcomes –live problem solving or creative bias supporting application within a workplace context
  • Organisational benchmarking opportunities –providing the opportunity to benchmark internal processes and policies to external trends and developments across a variety of sector settings
  • Strategic leader residential opportunity – mandatory opportunity focusing on the development of the required knowledge, skills and behaviours within the Standard through engagement with an alternative organisational setting
  • Access to our Wellbeing and Essential Skills pathway – providing support, guidance and learning around topics such as mental health, work life balance, resilience, mindset, physical health and fitness, career guidance and financial management
  • End Point Assessment –Guidance and Preparation (in the event of further support and training in preparation for a potential re-sit or re-take, an additional cost to be agreed will be required outside of Levy funding)
  • Preparation for CIPD Chartered Membership
Who is this course for?

It’s designed for those who want to develop into the SPP role and will be supported by their employer to do so. So it would suit individuals currently working at an operational level who want to move into a more senior management or strategic role; individuals who have completed their L5 Apprenticeship in HR or L&D and are ready to move on; individuals who perhaps are working in a management role but not within HR/L&D; or indeed as part of a fast track graduate programme.

 

How long does it take?

24-36 months depending on existing knowledge, skills, and experience.

How much does it cost?

The maximum funding value for this apprenticeship is £19,000

Is there an exam?

End Point Assessment – conducted independently

  • Professional Discussion, underpinned by a portfolio of evidence
  • Project proposal, presentation and questioning
Benefits to the Apprentice

Development in the following areas:-

Knowledge – Employee lifecycle, organisation culture, business acumen, measuring value and impact, technology, change methodology, strategic workforce planning, diversity and inclusion, building coaching and mentoring capability, project management, worker voice.

Skills –  Implement a range of people policies, recognise the interventions an organisation needs to create the desired cultures and behaviours, create and manage relevant budgets, design and contribute to the formulation and shaping of the people strategy, interpret and offer insight into data and metrics, question accepted practice and articulate the need for change.

Behaviours – Role models ethical behaviour, demonstrates professional courage, makes a visible commitment to valuing people, role models collaborative, actively creates opportunities to learn, evidence based approach to decision making, strategic and commercial mind-set to drive and enable change.

Benefits to the Employer

Attraction, development, progression, engagement and retention of Senior People Professionals.

Development of expertise in duties which typically include:

  • Specialism in the areas of Organisational Development, Learning & Development or Human Resources.
  • Application of knowledge and expertise to lead the design, implementation and evaluation of people policies and practices aligned to the needs of the organisation.
  • Leading people projects and/or playing a key role in larger organisation wide programmes.
  • Keeping up to date with relevant legislation and regulation and make timely interventions to ensure their organisation’s relations with its people are effective and compliant.

Maintaining strong relationships with senior stakeholders to facilitate engagement on people issues.

What type of job could I expect to get with this qualification?

Progression into Senior People Professional roles, with broad strategic in-put into the organisation.

Senior People Professionals are the in-house experts in people, work and change. They champion the people agenda to create working environments and cultures that help get the best out of people, delivering great organisational outcome.

Typical job titles include

Senior HR/L&D Business Partner

Head of HR/L&D/OD/People Operations

People and Change Manager

Employee Experience Manager

Talent Manager

Senior HR/L&D/OD Consultant

What is the role of the Employer?

All Apprenticeships are employer-led and are the responsibility of the employer, with support of training providers. The employer will normally provide induction training; manage the employee, including performance management reviews; conduct monthly 1-2-1s; provide support; provide shadowing opportunities, coaching, and mentoring; provide ongoing and final feedback; ensure the necessary support is given to the apprentice to achieve their mandatory 20% off the job learning by Gateway.

What is the role of the Training Provider?

Provide initial advice and guidance, clarify roles and responsibilities, agree timetable, complete apprentice paperwork, identify learning gaps, deliver training, monitor progress, provide learner support, provide feedback, work with the employer to deliver 20% off the job learning prior to Gateway, register with appropriate bodies, prepare for End Point Assessment (EPA) and claim final certificate.

Crosby Management Training are in the top 50 Training Providers out of over 1500 providers on RoATP. We positioned 45th in the Rate My Apprenticeships Awards and 6th in The School Leavers Awards 2020.

We are also;

The 4th biggest provider of the HR Level 5 apprenticeship in the UK.

The 2nd biggest provider of the L&D Level 5 apprenticeship in the UK.

The 10th biggest provider of the HR Level 3 apprenticeship in the UK.

The 4th biggest provider of the L&D Level 3 apprenticeship in the UK.

When and where can I start?

Our application process runs throughout the year, it starts online and completes with an interview with a member of the SPP Admissions Team.  If successful, apprentices will be formally accepted onto the programme, enrolled and scheduled onto the next available cohort.

Funding information

For larger employers, this Apprenticeship will be funded through your Digital Apprenticeship Account. For smaller employers, not subject to the Apprenticeship Levy, the Apprenticeship will be funded 95% by the government and 5% by the employer.  The funding band is still to be agreed.
A small additional charge will be made for the elements of the residential, which cannot be Government funded.

Additional information
SPP Apprenticeship L7 Standards PDF
Apply Online
For further details please contact us using the telephone number below or the form on our contact us page.

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