This role could be called an HR Consultant or an HR Business Partner in different organisations. Individuals in this role will use their HR expertise 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, typically to mid-level and senior managers. A HR consultant could be in a generalist role, where they provide support across a range of HR areas – likely to be the Core HR option; or a specialist role, where they focus on and have in depth expertise in a specific area of HR – likely to be Resourcing, Total Reward, Organisation Development, or HR Operations. Whichever of these is chosen, they will have a good grounding across the whole range of HR disciplines as this is contained in both of the qualification options included in this standard.
Looking for a new career, job or maybe a qualification to take your current role to the next level?
Previously apprenticeships were primarily aimed towards 16-18 year olds but government reforms introduced in March 2017 mean that there is no longer an upper age limit for commencing an apprenticeship, even if you already possess a degree or higher level qualification (all applicants must be eligible for funding).
Starting an apprenticeship is dependent on your age and whether you have secured an offer of an apprenticeship from an employer.
You can apply for an apprenticeship while you’re still at school, but you cannot start until you have officially left school and completed your exams.
You need to be 16 or over by the end of the summer holidays to start the apprenticeship.
Provided you have left school and have an employment offer in place, then starting employment as an apprentice can occur throughout the year.
If you successfully apply for a vacancy, you may be able to start employment straight away.
Likewise, if you are already in employment and your employer is looking to train you through an apprenticeship, sign-up and enrolment can take place quite quickly.
However, the start date for attending college for training, where required, or if delivered online, when sessions begin, will vary depending on the type of apprenticeship.
Some apprenticeships will have fixed attendance with training on-campus commencing at the start of the autumn term, with no availability for starting the training mid-year.
For other apprenticeships where the training is delivered entirely online, it may be possible to commence the training immediately.
Whichever delivery method applies, this will be communicated to you and your employer post-employment and sign-up.
This apprenticeship enables existing or new employees to develop their existing HR skills, providing HR expertise within a company or organisation and contains options for HR specialisms and management responsibilities.
Who is the HR Consultant apprenticeship for?
• A new or existing member of staff working in a medium to large organisation delivering front line support to managers and employees or
• A new or existing member of staff in a HR Manager role in a smaller organisation
The HR Consultant / Partner apprentice workload is likely to include:
• Managing recruitment, retention and tactical workforce planning
• Collect, analyse and use HR data to inform strategy
• Understanding employment law and its application to your business
• Delivering solutions to issues presented by business or external changes
• Managing rewards and compensation based on HR data and research
What qualifications will I achieve?
CIPD Associate Diploma in People Management leading to Associate membership of the CIPD
CIPD membership is a requirement for any student who is studying a CIPD Certificate and Diploma qualification at all levels. There is a financial penalty for not joining at the beginning of the qualification and CIPD will not issue a certificate on completion if the student is not a current member.
The apprentice will complete an appropriate qualification (as considered most relevant by the employer), within which they will be able to focus on their chosen option, from the Chartered Institute of Personnel and Development:
Apprentices without Level 2 English and Maths will need to achieve this level prior to completion of their Apprenticeship
What are the entry requirements?
Grade C (4) or above in Maths and English ideally as part of five GCSE A-C grades or other comparable qualifications. There will also be an informal interview and initial assessment.
How will I be assessed?
Regular progress reviews throughout the programme which will also include your employer.
The end-point assessment (EPA) consists of 2 distinct assessment methods:
This apprenticeship could be an entry level role to the business, however, it is more likely to be a progression from a lower level role or apprenticeship, building on the knowledge and skills gained in that role or apprenticeship. On completion of this apprenticeship, the individual will be fully competent in the role and this will give them an in depth knowledge of HR in their chosen option. They can then continue to develop in that option (perhaps through a further apprenticeship), or broaden their HR expertise in another area to develop their career. Separately, there are a range of qualifications available for further study up to post graduate level.
Successful completion of this standard enables the apprentice to apply to become an Associate Member of the Chartered Institute of Personnel and Development. Chartered membership can be achieved through further qualifications or experience based assessment.
For HR at levels 3, 5 and 7, college attendance for delivery workshops is required once per month at either our Colchester Campus or at our delivery site in Norwich. In-between workshops, apprentices will access their online learning platform to complete self-study activities towards their knowledge and bespoke work-based activities to develop their skills and behaviours.
Fill your skills gaps: an Apprentice’s training is tailored to your organisation’s needs, resulting in a loyal, motivated work force Increase productivity by developing staff skills and expertise Value for money: a cost effective way to attract new talent and fre
This apprenticeship contains options for HR specialisms and for people management responsibilities. Apprentices will often be required to make decisions and recommendations on what the business can/should do in a specific situation. They will be influencing managers to change their thinking as well as bringing best practice into the organisation. They are also likely to lead the people related elements of business or HR projects. Whatever their role, they will need to link the work they do to the context and priorities of the business. In a larger organisation they may be one of a team supporting the business and they may also have responsibility for managing people.
Skilled and knowledgeable staff must be available to support the apprentice as they complete work- based tasks and build a portfolio.
Fill your skills gaps: an Apprentice’s training is tailored to your organisation’s needs, resulting in a loyal, motivated work force Increase productivity by developing staff skills and expertise.
Value for money: a cost effective way to attract new talent and fresh eyes into your organisation.
Cost saving: we can advertise your vacancies and recruit the best candidates for your needs.
An industry recognised professional qualification can be built into the course which your apprentice will bring back to the business, providing value for money and a return on investment in their career as well as bringing back up to date knowledge from college.
When taking on an apprentice, there are certain expectations that must be met by the both the employer and the apprentice. As the employer, you are expected to:
Levy paying employers can access levy funds to pay for this programme, and our blended learning model can contribute to the 20% off- the-job training requirement.
The introduction of the Apprenticeship Levy in April 2017 has changed the way that government funds apprenticeships in England. All businesses operating within the UK with a wage bill of over £3million are required to contribute to the Apprenticeship Levy.
Speak to an Advisor at CI Business Solutions on 01206 712727 to make your levy payments work for you.
Non-levy paying employers will need to contribute 5% of the maximum funding band as published by the Skills Funding Agency for the delivery of training and assessment for their apprenticeship.
Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
Employers with less than 50 employees who are recruiting an apprentice aged 16-18 years old will not be required to pay the contribution fee.
Any associated cost to the individual will be made clear at the interview.
Skilled and knowledgeable staff must be available to support the apprentice in the workplace.
College attendance where required will be communicated post-application and enrolment.
Colchester Institute is the largest college provider of apprenticeships in Greater Essex. We are experts at connecting the right people, to the right training, to the right business – and when it comes to Apprenticeships, our Apprenticeship Advisors can support your business every step of the way.
As part of our service we can support your business with:
Our team will provide:
Off-the-Job Training (OJT) is one of the key requirements for all apprenticeship standards.
Apprentices must spend 20% of their contracted working hours undertaking Off-the-Job Training, which is defined as “learning undertaken outside of the normal day-to-day working environment and leads toward the achievement of an apprenticeship.”
Off-the-Job Training must be directly relevant to the apprentice’s programme and teach them new knowledge, skills and behaviours that will help them reach competence in their occupation and ensure that apprentices are actively learning and working to attain the required knowledge and skills within their sector while enrolled in their placement program.
What does Off-the-Job Training Look Like?
Off-the-Job Training must account for at least 20% of an apprentice’s contracted working hours within their full-time employment as an apprentice.
This means that their time might be broken down like the below:
The above depends on their contracted working hours within the day and/or working week, as well as the length of their programme.
For example, Apprentices working more hours in the day and the week, as well as those whose programmes are longer than 12 months in duration, then their Off-the-Job Training requirement will still consist of 20% of their contracted hours but the total number of working hours and total time dedicated to OJT will be different the above.
Why is Off-the-Job Training Conducted within the Apprentice’s Contracted Hours?
An apprenticeship is a work-based programme, and any training that contributes towards an apprentice’s development should be included in their contracted working hours.
The Department for Education (DfE) has said that it would be unreasonable to expect an apprentice to undertake training that is part of their apprenticeship in their own time, therefore if training must take place outside of the apprentice’s working hours, then this should be recognised by both the Employer and Training Provider.
An example of this would be if an apprentice has to attend a 2-hour lecture scheduled after their working hours, then arrangements should be made by the training provider and employer for the apprentice to make up the time by leaving work 2 hours early.
What does Off-the-Job Training Include?
Off-the-Job Training can include a number of activities that can take place on or off the employer’s normal work premises.
If you are unsure of whether an activity can be regarded as Off-the-Job Training, the below questions form a useful point of reference:
If the answers to the questions are all yes, then this counts as towards OJT. These can include:
The Teaching of Theory
This can include lectures, role playing, simulation exercises, online learning, manufacturer training and so on. Teaching theory should help the apprentice better understand their role, the topics and subjects relevant to their role and their sector in more detail.
This can include shadowing, mentoring, industry visits, attendance at competitions and so on. This training should practically train the apprentice and teach them skills that they can use in their current job or in a future position.
This refers to learning support provided by the Employer or the Training Provider. Some apprentices may require more assistance in their programme to help them reach their best potential. This includes time spent conducting projects, writing assignments and so on.
Learning support counts towards OJT to ensure that all individuals have the support needed and that all barriers to education and training are removed. This could include:
Time spent on assignments is also included in OJT as new knowledge, skills and behaviours can be developed while completing them.
While OJT takes place outside of normal working duties, it is possible to undergo OJT at the apprentice’s workstation. For example, OJT could include learning to use a new machine or undertaking e-learning. While conducting this training, normal working duties should not be required of the apprentice.
Off-the-Job Training can also take place at home via distance learning. If there is a program of study that the apprentice can complete online that contributes to the completion of their apprenticeship, as long as the learning package is included as part of a blended learning programme, this can be counted as an OJT activity.
The activity that the apprentice undertakes is the main focus of OJT. As long as the OJT activity actively contributes to the completion of the apprenticeship, the location matters less than the activity itself.
Essentially OJT is Employers or Training Providers setting aside time for the apprentice to improve themselves, their knowledge and/or their skills.
Off-the-Job Training cannot include:
(*although, as mentioned before, there are exceptions if this time is made up within their working hours)
The government acknowledges that apprentices will inevitably want to spend time outside of working hours to familiarise themselves with their work. However, any personal initiative shown by the apprentice will not count towards Off-the-Job Training.
Any time that an apprentice takes to conduct OJT is counted towards their normal working hours. That means that if an apprentice is interested in undertaking training outside of their working hours, they should ask their Employer and Training Provider first and see if arrangements can be made to accommodate this.
Preparing for Off-the-Job Training?
It is the responsibility of the Employer and Training Provider to ensure that the apprentice spends 20% of their apprenticeship undertaking Off-the-Job Training. Completion of OJT must be documented and evidenced in order for the apprentice to complete the apprenticeship.
In order to comply with the funding rules, each apprentice should receive a commitment statement from the Employer/Training Provider outlining the program of training the apprentice will receive and how the Employer/Training Provider intends to spend the Off-the-Job Training time. The recipient of ESFA funding (usually the main provider) should keep, update and maintain the relevant files.
The ESFA will remain flexible about the type of evidence that should be retained and provided. They want Training Providers and Employers to use naturally occurring evidence where it is available. Many Training Providers have their own systems of collecting and storing evidence. Some examples of naturally occurring evidence might include:
For more details and examples on how to proceed with Off-the-Job Training, you can click here to see the full OJT document from the Education and Skills Funding Agency.
Non-levy paying employers will need to contribute 5% of the maximum funding band as published by the Skills Funding Agency for the delivery of training and assessment for their apprenticeship. Levy paying employers will pay the full cost of the agreed funding band using their Digital Apprenticeship account.
Apprenticeship Funding Bands
Employers with less than 50 employees who are recruiting an apprentice aged 16-18 years old will not be required to pay the contribution fee. Any associated cost to the individual will be made clear at the interview.
Full government funding is available for an apprentice aged between 16-18 years old and where the employer employs less than 50 employees. Full funding is also available for apprentices aged 19 to 24 who have either been in care or has an education health care plan.
An employer contribution fee will be required for:
Payment plans and schedules can be discussed with our apprenticeship Account Managers prior to signing contracts. For more information about apprenticeship contribution fees please contact one of our Apprenticeship Advisers on 01206 712727.
A National Minimum Wage for apprentices was introduced on 1 October 2010. The wage applies to all apprentices aged under 19; and apprentices aged 19 or over in the first year of their Apprenticeship.
As of April 1st 2023 the national minimum wage for apprentices is £5.28 an hour and applies to time working, plus time spent training that is part of the Apprenticeship. This rate applies to apprentices under 19 and those aged 19 or over who are in their first year. Apprentices must be paid at least the national minimum wage rate if they’re an apprentice aged 19 or over and have completed their first year.
Employers are free to pay above the new wage and many do so, but employers must ensure that they are paying their apprentices at least the minimum wage. If an apprentice is on a higher wage, the employer must continue to pay that for the remainder of the training or until the apprentice becomes eligible for the full national minimum wage.
You must be at least:
These rates are for the National Living Wage (for those aged 23 and over) and the National Minimum Wage (for those of at least school leaving age). The rates change on 1 April every year.
|23 and over||21 to 22||18 to 20||Under 18||Apprentice|
Apprentices are entitled to the apprentice rate if they’re either:
Example: An apprentice aged 21 in the first year of their apprenticeship is entitled to a minimum hourly rate of £5.28.
Apprentices are entitled to the minimum wage for their age if they both:
Example: An apprentice aged 21 who has completed the first year of their apprenticeship is entitled to a minimum hourly rate of £10.18
The following rates were for the National Living Wage (previously for those aged 25 and over) and the National Minimum Wage (for those of at least school leaving age) from April 2016.
From 1st April 2021 the National Living Wage was extended to 23 and 24 year olds.
Employers are not required to pay Class 1 National Insurance contributions for an apprentice, if the apprentice:
Employers with fewer than 50 people working for them will be able to train 16-18-year-old apprentices without making a contribution towards the costs of training. The government will pay 100% of the training costs for these individuals.
The government will pay employers, no matter what size, £1,000 for each 16-18 year old apprentice they employ.
All employers are eligible for a £1,000 payment for taking on an apprentice who is either:
This £1000 payment will be paid to your training provider and you will receive it from them.
When you’ll get paid
We’ll send the payment in 2 equal instalments for each apprentice.
To be eligible, your apprentice must complete:
Once the apprenticeship information has been checked, we will process the payments.
Payments will be made on the 14th working day of the month, it can take up to 3 days for the payments to reach your account.
You can track when your payments are due to be paid on your view applications page.
We cannot send any payments until we’ve received and verified the organisation and finance details. This could take up to 80 days.
The apprenticeship levy
The levy was introduced on 6 April 2017 and is charged at a rate of 0.5% of an employers’ pay bill, paid through PAYE on a monthly basis.
Each employer has a levy allowance of £15,000, this is not a cash payment. It works in a similar way to the personal tax allowance and cannot be used to purchase apprenticeship training.
The impact of the allowance means that fewer than 1.3% of UK employers, those with an annual pay bill of more than £3 million, are liable to pay the levy. Employers in England who pay the levy
will be able to get out more than they pay in, through a 10% top-up to their online accounts.
An employer’s pay bill is made up of the total amount of the employees’ earnings that are subject to Class 1 National Insurance contributions, such as:
– pension contributions
What about non-levy paying employers?
Employers with a pay bill of less than £3 million a year will not need to pay the levy.
At least 90% of non-levy paying employers’ apprenticeship training and assessment costs in England will be paid for by the government. The government will ask these employers to make a 5% contribution to the cost, paid directly to the provider, and the government covers the rest. This cost will be spread over the lifetime of the apprenticeship.
The government is offering additional support to organisations with fewer than 50 employees* by paying 100% of training and assessment costs for their apprentices aged 16-18 and for those aged 19-24 formerly in care or with a local authority education, health and care plan.
If you are ready to make an application then please click the Apply Online button in the menu below.
|Duration||Typically 2-3 years but closer to 18 months if Level 3 has previously been completed|
|Campus / Adult Skills Centre||Colchester Campus|
|Attendance||*Monthly classroom delivery also available for employers and apprentices based closer to Norwich|
|Apprenticeship Funding Band (Levy paying employers)||£7,000|
|Employer Contribution Fee (Non-levy paying employers)||£350|
All fees, prices and funding information shown on this page are for courses starting in the 2023-24 academic year unless stated otherwise, and are correct at the time of entering/printing information, however these may be subject to change due to factors outside of our control. The College cannot accept legal or financial liability as a result of any such changes.
Courses fees are generally not confirmed for September until June / July due to the above factors.
The course information describes programmes offered by Colchester Institute. The College takes all reasonable steps to provide courses as described, but cannot guarantee provision. The information is for guidance and does not form any part of a contract.
The College reserves the right to update and amend information as and when necessary. Colchester Institute will do its best to provide the courses shown, but may have to modify or withdraw a course depending on customer demand and other factors.