People Professional Level 5

People Professional Level 5 inc CIPD Diploma in "People Management"

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Summary

People Professional Level 5 replaces the HR Consultant/Partner Level 5.

People Professionals play a key role in supporting the business to meet its strategic objectives by driving forward the People agenda. People Professionals 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.

Ideal candidates

An employee in this occupation could be responsible for supporting the business to deliver their objectives through development of a people plan. Making recommendations on what the business can or should do in specific situations. Supporting manager and leaders to implement their people strategies. Using data to provide insights into people trends and issues and creating solutions to deal with them. Maintaining knowledge of both internal and external environment and how this impacts role. Contributing to the review, design and update of any people policies and processes ensuring they are in line with legislative requirements. Keeping up to date with emerging thinking and people trends.

Qualification

The Intermediate level qualification is an RQF Level 5 qualification, equivalent to an undergraduate level of study. The People Professional includes the mandatory Level 5 CIPD Associate Diploma in People Management and a successful candidate will become an Associate Member of the CIPD and be able to add Assoc. CIPD after their name.

Course structure

Mandatory

Unit 5CO01: Organisational performance and culture in practice
Unit 5CO02: Evidence-based practice
Unit 5CO03: Professional behaviours and valuing people
Unit 5HR01: Employment relationship management
Unit 5HR02: Talent management and workforce planning
Unit 5HR03: Reward for performance and contribution

Optional

Unit 50S01: Specialist employment law
Unit 5OS02: Advances in digital learning and development
Unit 5OS03: Learning and development essentials
Unit 5OS04: People management in an international context
Unit 5OS05: Diversity and inclusion
Unit 5OS06: Leadership and management development
Unit 5OS07: Well-being at work

Knowledge, Skills, Behaviours

Internal and external sources of data for people management.
People systems and how they are utilised for business value.
People operating models and theories for different business types. e.g., small or large, private or public.
Functions within the people profession, and how each deliver for the business.
Business aims and objectives, and how their work contributes to them.
Evolution of the people professional industry and the current role.
Sources of specialist HR expertise and or guidance for people issues including ethics.
Regulatory requirements such as data protection, confidentiality, data management, for the handling and processing of data, and its application.
Employment legislation and policies.
Problem solving, and decision-making techniques.
Project management practices, and techniques.
Emerging digital trends, and how these can be embedded in people practice.
Commercial and budgetary implications of people management.
Commercial awareness of the business, and the external environment which it operates within.
Prioritisation tools and techniques e.g., priority matrix.
Internal and external sources of data for benchmarking.
Negotiation and influencing models and techniques.
Communication techniques for interacting with stakeholders including appropriate presentation techniques.
Approaches and practices of equity, diversity, and inclusion.
Approaches to employee wellbeing.
Data analysis techniques.
Current practices and developments in the sector in achieving sustainable people operations.

Communicate information through appropriate channels to enable key stakeholders to understand what is required.

Build and manage multiple and diverse stakeholder’s relationships.

Advise on application of policy, regulation, and law for HR issues.

Use data and metrics to mitigate areas of risk and highlight opportunities.

Negotiate with and influence stakeholders to support achievement of business and organisation objectives.

Present insight and conclusions on workforce issues or people process failures.

Enable stakeholders to deliver people solutions. e.g., through negotiation, providing guidance.

Lead and improve people capability within the business.

Manage and deliver people related business and change projects.

Handle and process people data according to legislative requirements.

Embed organisational people policy to promote a diverse and inclusive culture with stakeholders.

Analyse financial implications of people solutions ensuring value for money.

Support the delivery of people strategies using technology and innovation in accordance with regulations and policies.

Make decisions on people policy and issues raised, escalating concerns outside own area of responsibility.

Use prioritisation tools e.g., priority matrix to manage workload, and deliver against business objectives.

Challenge matters which conflict with ethical values or legislation.

Contribute to the development of people policies and procedures or people initiatives.

Interpret people and management data, from both internal and external sources to identify trends.

Educate and support stakeholders to deal with wellbeing issues.

Benchmark to improve people policies and procedures, or people initiatives.

Motivated and resilient to challenging situations.

Work flexibly and adapts to circumstances.

Seek learning opportunities and continuous professional development, incorporating them into their work.

Act in a professional manner with integrity.

Work collaboratively with others across the organisation and external stakeholders.

Take personal responsibility for and promote sustainable working practices.

Encourage a diverse and inclusive culture.

Takes personal responsibility for and promotes wellbeing.

Role model ethical behaviour, and practices, and challenge decisions, and actions that are not ethical.

Examinations

A two stage assessment:

a 5000 word consultative project
a 60-75 minute professional discussion

Progression routes

This programme caters to those in specialist and generalist HR functions, and allows candidates to showcase their knowledge and skills and to progress most likely in these areas:

Core HR
Resourcing
Total Reward
HR Operations
Organisational Development

Benefits

Upon successful completion, candidates will qualify as a People Professional and Associate Member of the CIPD. This promotes progression for their HR career via in-depth knowledge and expertise, complemented by the confidence and experience to manage future challenges. There are also options to work within specialist areas or take on a broader role.

Overview

Duration

Training: 22 Months
End Point Assessment: 3 Months

Total: 25 Months

Enrolment

Enrolment now open

Funding

Levy – £11,000 deducted from your digital account
Non-Levy – 95% Government funded, £550 employer contribution

Level of Apprenticeship

Level 5

Gateway

Upon completion of your training, you will need to pass through the Gateway to enter the End Point Assessment.

Gateway requirements:

Maths & English (Level 2/Grade C/4 or equivalent)

All training will be provided for the above Gateway requirements, if not previously achieved. For exemption of these aims, we will require evidence of certification at enrolment.