HR Support

Level 3 Apprenticeship Standard
 

Who is it for?

This Level 3 Apprenticeship is the entry route for a career in HR. Some typical responsibilities may include:

• handling day-to-day HR and/or employee related queries

• taking ownership in providing HR advice and guidance to managers

• using HR systems to keep records

• providing the business with relevant HR information (including data and/or analytics)

• developing relevant HR/business related policies, procedures and processes

• working with the business on HR changes

• working on a range of HR processes, varying from transactional to relatively complex issues (from recruitment through to retirement).

HR Support professionals deliver front-line and/or first line assistance to managers and employees. They take ownership for providing advice on a wide range of issues, using company policy and current law.
 

Entry Requirements

There are no specific entry requirements for this apprenticeship, however applicants must either be in a HR role or be able to undertake HR related projects and tasks to be able to achieve this qualification.  Applicants will be interviewed informally by Boom Training to ascertain their suitability for the apprenticeship and vacancies/roles for which they have applied.

The final selection is made by the employer.  For new employees this is usually based on a formal interview but may also include taster days and/or work trials in the organisation.
 

Course Content

The programme consists of the following elements:
 

​Knowledge Skills Behaviours

• Business understanding

• HR Legislation and Policy

• HR Function

• HR Systems and Processes

• Service delivery

• Problem solving

• Communication and interpersonal

• Teamwork

• Process improvement

• Managing HR Information

• Personal Development

• Honesty & integrity

• Flexibility

• Resilience

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Delivery

The programme typically takes 15-18 months to complete.  Following Covid-19 we have moved to a completely remote delivery model which includes:

• Video call tutorials

  • Recording allows learners to retain and review these

  • Screenshare and cloud-based file management allow real-time collaboration and editing of documents

• Virtual classroom workshops (subject to individual need)

  • These enable learners to get to know and collaborate with other participants in the programme

• Quarterly tri-party progress reviews involving the Assessor Coach, the learner and the employer

• The development of an electronic portfolio of evidence (e-portfolio)

 

The monthly tutorial is used to:

• Provide teaching and learning to cover knowledge requirements

• Plan future learning and set SMART targets

• Set coursework/assignments

• Review and assess coursework and provide feedback

 

The learner records evidence of their learning in their e-portfolio.  Evidence/coursework can include: documents (reports, assignments, storyboards, reflective accounts etc.), spreadsheets, observations, professional discussions and witness testimonies from the line manager and/or mentor and HR related projects.

At the start of the programme, the Assessor Coach will work with the employer and the employee to develop a Training Plan which will be designed to ensure that it meets the needs of both.

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End Point Assessment (EPA)

When the employer, the learner and the Assessor Coach all agree that the apprentice is ready, they pass through ‘Gateway’.  This means the training is completed and the learner registers for their End Point Assessment (EPA). The EPA is undertaken by an external End Point Assessment Organisation (EPAO).  We recommend DSW EPAO for this standard. The EPA consists of two elements:

• A consultative project which contains a range of evidence demonstrating that the learner has met the requirements of the specific knowledge and skills set out in the standard.  The proposed scope for the project is submitted as part of the gateway process. Once this is approved the learner has 10 weeks to complete and submit the project

• A professional discussion (PD) that explores the specific skills and behaviours set out in the standard.  The PD takes place after the Consultative Project report has been submitted and may include some questions relating to that as well as the portfolio of evidence that has been produced during the programme. 

This is carried out remotely via video call and lasts for just over an hour.

 

English and Maths

All apprenticeship training programmes include an element of English and maths education and your line manager/mentor will be asked to work with you and the Assessor Coach to identify where these subjects play an important part of your role so that your Assessor Coach can ensure that any areas for development are addressed.

If you do not already hold level 2 qualifications in these subjects, you will be required to study for and achieve level 2 Functional Skills qualifications in them.  This study is over and above the study required for the apprenticeship itself.
 

Professional Recognition

On completion, learners may be eligible to apply for Associate Membership of the CIPD or other professional body that recognises the apprenticeship.

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Progression Options

This apprenticeship forms the foundation of a career in the HR Profession. Learners who achieve this standard could choose to stay within the core HR function or choose to diversify into a specialist area.  Apprenticeship options for progression include:

• HR Consultant/Partner (level 5)

• Learning and Development Practitioner (level3)

• Learning and Development Consultant/Business Partner (level 5)

• Team Leader (level3)

• Operations/Departmental Manager (level 5)

In addition to these there are a range of nationally recognised qualifications right up to level 7 (Master’s degree) to choose from

 

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