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Human Resources Consultant/Partner

  • Details
  • Employers
  • Students

    This apprenticeship standard is suitable for HR professionals working in roles such as HR business partner or HR consultant. Learners will use their HR experience to provide and lead the delivery of HR solutions to business challenges, together with tailored advice to the business in a number of HR areas. This apprenticeship is suitable for those working in a generalist HR role, as well as more specialist roles such as resourcing, total reward, organisation development or HR operations. Learners will develop a strong foundation across the whole range of HR disciplines, and the ability to guide and influence managers to change their thinking to enhance the organisation they work in.

    Delivery model and duration:
    Workplace and workshop delivery
    Duration: 18-24 months

    Ideal for:
    • HR Consultant
    • HR Partner
    • HR Talent Manager
    • HR Operations Manager

    The apprenticeship will cover
    the following core areas:

     • HR consultancy; developing and delivering HR solutions
    • HR policies and procedures
    • Lead the HR contribution to business change and business projects
    • Lead the improvement of people within the
    organisation
    • Research, analyse and present HR business data
    • Continuous professional development in line with legal, policy and process changes

    Benefits for learners:
    • Build confidence as a HR Consultant/Partner
    • Use existing work projects to inform your assignments
    • Specialise in a wide range of human resource skills
    • Obtain a nationally recognised qualification

  • Employers

    Benefits to business:
    • Upskills existing staff and manage succession planning
    • Focused high performing teams
    • Increased profitability in your organisation
    • Increase staff retention and experience

    End Point Assessment
    The End Point Assessment will test the entire Standard, and be undertaken as follows:
    • A consultative project
    • A professional discussion

     

    Business Issues and
    the Context of Human
    Resources
    Human resources (HR) professionals will be able to identify and review the business and external contextual factors
    affecting organisations and to assess the impacts of these factors on the HR function as well as strategy formulation and
    implementation through critical thinking
    Resourcing & Talent
    Planning
    A fundamental part of the human resource (HR) management role is concerned with the mobilisation of a workforce,
    taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places
    that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time,
    managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational
    activity.
    Managing and
    co-ordinating the human
    resources function
    Develop aims and objectives of HR departments in contemporary organisations and particularly on the ways that
    these are evolving. Different ways of delivering HR objectives and emerging developments in the management of
    the employment relationship. Exploring published research evidence linking HR activity with positive organisational
    outcomes. The case for professionalism and an ethical approach to HR is introduced.
    Manage Personal and
    Professional Development
    You will look at the benefits of creating a personal development plan and set your own targets to create such plans for
    yourself, then, with the advice and feedback of others, maintain them.
    Developing professional
    practice
    The ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal
    capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational
    context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD)
    plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct.
    Using Information in
    Human Resources
    Human resources (HR) professionals need to be able to present a viable and realistic case for improvement based on
    sound work-based research and an understanding of what is considered good practice. This core unit develops the
    skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation
    into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy
    formulation and implementation, and to prepare and present a business case for improvement.
    Employee Engagement This unit is intended to provide learners with a broad understanding of what is meant by employee engagement,
    including how it can be linked to and yet be distinguished from other related concepts. It covers the components of
    employee engagement and the processes through which high levels of engagement can be secured and sustained
    within an organisation, with special reference to the comprehensive application of human resources (HR) policies,
    strategies and practices.

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Course Variant

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If you would like to apply for this course, please add it to your shortlist. You may then add further courses to your shortlist or continue to complete your application.


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What You Will Pay

British and European Union students

Please contact the Apprenticeship team for fees on

01452 563400

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Why Gloucestershire College?

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