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    • Why Choose Riverside?
    • Awards and Recognition
    • Riverside Mission and Values
    • Meet The Team
    • Work With Us
    • Policies
  • Learners
    • AAT Assessment Centre
    • FAQs: Learners
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    • Learner case studies
    • Learner Journey
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    • Schools and Nurseries
    • FAQs: Employers
    • Apprenticeship Levy
    • Remote Delivery Features and Benefits
    • Employer Journey
    • Apprenticeship Recruitment
    • Apprenticeship Training
    • 20% off-the-job
  • Testimonials
    • From our Employers
    • Client case studies
    • From our Apprentices and Learners
    • Feedback forms
  • News
    • Hold the Front Page! Riverside’s news bulletin.
    • From Our Perspective
    • Monthly Staff Awards
    • Newsletters
  • Qualifications
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    • Business Administration
    • Customer Service
    • Dental Nurse
    • Early Years Education
    • Human Resources
    • Learning and Development
    • Management
    • Marketing
    • Sports & Health
    • Teaching & Coaching
  • Innovation
    • BUD Platform
    • Cognassist Platform
    • bksb platform
    • Articulate 360 Platform
    • Bee Inspired Relationship
    • Learning Programme Feedback and Amendments
    • Subcontractor Relationships
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  • Senior People Professional Level 7

    To download a flyer for this qualification, please click here

    Summary

    This occupation is found in small, medium and large organisations which sit within any of the public, private or third sectors. Senior People Professionals are found in all industries where there is a workforce to support and manage.

    The broad purpose of the occupation is to improve people practices in organisations in order to drive organisational performance and effectiveness. Senior People Professionals are the in-house experts in people, work and change. They champion getting the best out of people, delivering great organisational outcomes.

    An employee in this occupation interacts with a range of stakeholders, creating medium to long-term value. In larger organisations, they may be part of a wider specialist team. They may also lead a team of HR/L&D/OD consultants/advisers. In smaller organisations, they might be solely responsible for the entire people agenda and report directly to the organisation lead.

    Ideal candidates

    This advanced level qualification is ideal if you have significant HR experience and want to progress to strategic senior managerial roles such as HR Manager, Head of HR and HR Director.

    It can also benefit those who operate independently and work directly with clients, such as HR Consultants.

    Qualification

    Successful candidates will achieve the CIPD Level 7 Advanced Diploma in Strategic People Management which is the advanced Level of CIPD, equivalent to a postgraduate qualification. It should be noted that the CIPD Level 7 is included by Riverside Training as part of this qualification, at no extra cost, representing a significant benefit for the candidate.

    Course structure

    14 units

    Mandatory

    Group A

    • Unit 7CO01: Work and working lives in a changing business environment
    • Unit 7CO02: People management and development strategies for performance
    • Unit 7CO03: Personal effectiveness, ethics and business acumen
    • Unit 7CO04: Business research in people practice

    Group B

    • Unit 7HR01: Strategic employment relations
    • Unit 7HR02: Resourcing and talent management to sustain success
    • Unit 7HR03: Strategic reward management

    Optional

    Group C

    Knowledge, Skills, Behaviours

    Knowledge

    Organisational Performance – delivering a long-term purpose 

    Strategy

    Knows how to shape organisational vision, culture and values. Understands organisational structures; business modelling; diversity; global perspectives; governance and accountability; the external environment, social, technological and policy implications.

    Understands new market strategies, changing customer demands and trend analysis.

    Innovation & Change

    Understands innovation; the impact of disruptive technologies (mechanisms that challenge traditional business methods and practices); drivers of change and new ways of working across infrastructure, processes, people and culture and sustainability.

    Knowledge of systems thinking, knowledge/data management, and programme management.

    Enterprise & Risk

    Knowledge of ethics and values-based leadership; regulatory environments, legal, H&S and well-being and compliance requirements; corporate social responsibility; risk management, environmental impact and cybersecurity.

    Understands competitive strategies and entrepreneurialism, approaches to effective decision making, and the use of big data and insight to implement and manage change.

    Finance

    Understands financial strategies including scenarios, modeling and identifying trends, application of economic theory to decision-making, and how to evaluate financial and non-financial information.

    Understands financial governance and legal requirements, and procurement strategies.

    Interpersonal Excellence – leading people and developing collaborative relationships

    Leading & Developing People

    Knowledge of organisational/team dynamics and how to build engagement and develop high-performance, agile and collaborative cultures.

    Understands approaches to strategic workforce planning including talent management, learning organisations, workforce design, succession planning, diversity and inclusion.

    Developing Collaborative Relationships

    Understands large-scale and inter-organisational influencing and negotiation strategies.

    Knowledge of the external political environment and use of diplomacy with diverse groups of internal and external stakeholders.

    Understands working with board and company structures.

    Knowledge of brand and reputation management.

    Skills

    Organisational Performance – delivering a long-term purpose 

    Strategy

    Use of horizon scanning and conceptualisation to deliver high-performance strategies focusing on growth/sustainable outcomes.  Sets a clear agenda and gains support from key stakeholders. Able to undertake research, and critically analyse and integrate complex information.

    Innovation and Change

    Initiates and leads change in the organisation, creates an environment for innovation and creativity, establishing the value of ideas and change initiatives and drives continuous improvement. Able to manage conflict. Manages partnerships, people and resources effectively, and measures outcomes. Acts where needed as a Sponsor, championing projects and transformation of services across organisational boundaries.

    Enterprise and Risk

    Challenge strategies and operations in terms of ethics, responsibility, sustainability, resource allocation and business continuity/risk management. Application of principles relating to Corporate Social Responsibility, Governance, Regulatory compliance. Drives a culture of resilience and supports development of new enterprise and opportunities.

    Finance

    Oversees financial strategies/management, results and setting organisational budgets, and challenges financial assumptions underpinning strategies. Is accountable for decisions based on relevant information e.g. Key Performance Indicators/scorecard. Uses financial data to allocate resources.  Oversees procurement, supply chain management and contracts.

    Interpersonal Excellence – leading people and developing collaborative relationships

    Engaging Employees

    Uses personal presence and “storytelling” to articulate and translate vision into operational strategies, demonstrating clarity in thinking and using inspirational communication. Creates an inclusive culture, encouraging diversity and difference. Gives and receives feedback at all levels, building confidence and developing trust, and enables people to take risks.

    Leading and Developing People

    Enables an open and high performance working, and sets goals and accountabilities for teams and individuals. Leads and influences people, building constructive working relationships across teams, using matrix management where required. Ensures workforce skills are utilised, balancing people and technical skills and encouraging continual development.

    Building Collaborative Relationships

    Manages complex relationships across multiple and diverse stakeholders. Builds trust and rapport, with the ability to positively challenge. Leads beyond area of control/authority, and able to influence, negotiate and use advocacy skills to build a reputation and effective collaborations.

    Behaviours

    Personal and interpersonal effectiveness

    Leads by Example

    Has high levels of self-awareness, emotional and social intelligence, empathy and compassion, and able to identify mental well-being in others. Works collaboratively enabling empowerment and delegation. Acts with humility and authenticity is credible, confident and resilient.

    Judgement and Challenge

    Takes personal accountability aligned to clear values. Demonstrates flexibility and willingness to challenge when making decisions and solving problems. Instils confidence demonstrating honesty, integrity, openness, and trust.

    Courage & Curiosity

    Is confident and brave, willing to innovate, seeks new ideas and looks for contingencies. Manages complexity and ambiguity, is comfortable in uncertainty, and is pragmatic.

    Valuing Difference

    Engaging with all – is ethical and demonstrates inclusivity, recognising diversity, championing, and enabling cultural inclusion. Empowers and motivates to inspire and support others.

    Professional

    Reflects on own performance, demonstrates professional standards in relation behaviour and ongoing development. Advocates the use of good practice within and outside the organisation.

    Examinations

    A two-stage assessment based on:

    • a 120 minute professional discussion underpinned by a portfolio of evidence
    • a 7000 word project proposal with a 20 minute presentation and 40 minutes question session.

    Professional recognition

    The CIPD Level 7 Diploma will allow you to gain the prestigious CIPD Chartered Member (MCIPD) or Chartered Fellow (FCIPD) status.

     

    Benefits

    Advanced level qualifications are ideal if you have significant HR experience and want to progress to strategic senior managerial roles at the highest company levels. They can also benefit those who operate independently and work directly with clients, such as HR Consultants.

    The Senior People apprenticeship will help you learn how to develop and deploy cutting-edge HR tactics – helping you hone your strategic skills and gain specialist knowledge.

    Overview

    Duration

    • Training: 24 Months
    • End Point Assessment: 3 Months

    Cohorts

    Click on your desired start month to view planned teach dates:

    • TBC

    Funding

    • Levy – £19,000 deducted from your digital account
    • Non-Levy – 95% Government funded, £950 employer contribution

    Level of Apprenticeship

    • Level 7

    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.

    Register your interest



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