LEARNING amp DEVELOPMENT CONSULTANTBUSINESS PARTNERLevel 5 Apprenticeship Standard

Learning amp DevelopmentConsultant Business Partner Level 5Apprenticeship Standard

For more information or to apply contact us

Tweet us

UmbrellaTESComeUnderOurUmbrellaLearnSomethingNew

Umbrella Training Ltd

0333 577 2557infoumbrellatrainingcoukwwwumbrellatrainingcouk

Learning amp Development Consultant Business PartnerLevel 5 Apprenticeship Standard

The LampD ConsultantBusiness Partner Apprenticeship is designed to develop the professional standard required of people working as LampD Consultants Business Partners in organisations across the private public and third sectors The standard received backing from the Chartered Institute of Personnel and Development (CIPD) - the sectorrsquos Professional Body

The successful apprentice will be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) Membership is subject to the professional bodies own membership requirements

Your development at a glance

What will I learnbull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture for example behaviourism cognitivism constructivism neuroscience

bull Legislation and policies that influence learning design and delivery

bull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solution

bull The latest learning practice trends and emerging thinking

bull Current research and appropriate application of best practicebest fit solutions

bull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact ROI ROE

bull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performing

bull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluation

bull How to measure the impact return on investment expectation of learning on the business

bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when required

bull The various LampD roles responsibilities and skills required to design and deliver face-to face blended or digital solutions as appropriate to their role

bull The policies and processes required for effective organisation learning

bull How to prepare monitor and manage a budget

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impact

bull How to shape internal information systems and how they play a role to support learning

bull Emerging technologies that can support effective learning

What will it look likebull Once a month off the job development days with industry professionals leading the workshops

bull Prescribed activities to support 20 off the job learning and development of skills knowledge and behaviour

bull Apprenticeship clubs aimed to support creation of support network for the apprentice

bull Monthly 1-1 coaching support

bull Professional discussions

bull Mock end point assessment ndash helps you to prepare for independent end-point assessment

bull Virtual learning environments ndash to help with learning for visual learners

How long will it takeThe development part of your journey will be 12 - 18 months (depending on the delivery model agreed) followed by up to 5 month assessment gateway where you will be expected to pass through to end point assessment

How do I get assessed End point assessment (EPA)After you have completed all the on programme development activities including Functional Skills in English and maths your Learning Development Manager (LDM) and your mentorline manager will agree on your readiness for EPA

The journal is a compulsory component of the apprenticeship that feeds directly into the end-point assessment lsquoLearning Journal Presentationrsquo

The apprentice is encouraged to be creative in the methods used to create and record in their journal This may include use of digital and learning technologies such as blogs video diaries and social media

Your independent EPA will consist of

bull Submission of Learning Journal maintained during the programme and signed off by the employer

bull EPA 1 ndash Work based project (5000 words) with Professional Discussion (75 mins)

bull EPA 2 - Presentation (25 mins) and QampA based on Learning Journal (35 mins)

bull Grades available fail pass merit distinction

How do I applyPlease fill in an application form on our website wwwsurveymonkeycoukrUmbrella-application

Please bear in mind that you need to be employed in an LampD role and have scope for 80 of new learning during this apprenticeship Your employer needs to support your application and fund this through Apprenticeship Levy

We are looking for people who are motivated and determined to develop themselves so make sure that you show that during the application process

Functional Skills English amp MathsYou must pass Level 2 English and Maths or have equivalent qualifications to be exempt from doing Functional Skills

LampD ConsultantBusiness Partner Level 5

Occupational Role ProfileA Learning amp Development (LampD) Consultant Business Partner is accountable for ensuring LampD contributes to and influences improved performance in the workplace at an individual team and organisation level They also have the commercial responsibility to align learning needs with the strategic ambitions and objectives of the business They are agents for change influencing key stakeholders making decisions and recommendations on what the business can should do in an LampD context They are also likely to lead on any LampD-related elements of business projects The LampD Consultant Partner will often have expertise and competence in a specific field whether it be technical vocational or behavioural They link the work they do to the context and strategic priorities of the business and measure the outcomes and impact of any learning interventions to demonstrate a return on investmentexpectation

The role can be a generalist LampD or more specialist where the focus and in-depth expertise is in a specific area such as organisationdevelopment digital blended learning resourcing or talent management Whichever the area of focus the role requires a good groundingacross all areas of LampD and is business and future focused

The LampD Consultant Business Partner role exists within a range of organisations including private public and third sector Typically the individual works alongside colleagues who specialise in Human Resources (ie employee relations reward recruitment) often supported by an LampD Administrator and or LampD Practitioner They report to a Senior LampD Manager Head of Department or Director In larger organisations they may be one of a team supporting the business and may have responsibility for managing people and a budget

Requirements Core Knowledge Skills and BehavioursKnowledge The LampD Consultant Business Partner will have an understanding ofTechnical Expertise bull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture

for example behaviourism cognitivism constructivism neurosciencebull Legislation and policies that influence learning design and deliverybull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solutionbull Current research and appropriate application of best practicebest fit solutionsbull The latest learning practice trends and emerging thinkingbull Positively incorporating diversity and inclusion into LampD interventions and processes Researching and applying current best practice in this areabull Change management methodologies and the principles of project managementbull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact Return on investment Return of expectation

Business Understanding bull Their organisationrsquos vision mission values strategy plans and stakeholders its external market and sector and the opportunities challenges and issues it facesbull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performingbull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluationbull How to measure the impact return on investmentexpectation of learning on the business

LampD Function bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when requiredbull The various LampD roles responsibilities and skills required to design and deliver face-to-face blended or digital solutionsbull The policies and processes required for effective organisation learningbull How to prepare monitor and manage a budget

Management Information and Technology

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impactbull How to identify sources trends and anomalies in datainformationbull How to shape internal information systems and how they play a role to support learningbull How technology can support learning including understanding of digital platforms delivery channels as relevant to the rolebull Emerging technologies that can support effective learning

Skills The LampD Consultant Business Partner will be able toLampD Consultancy bull Work as an LampD business partner or consultant across the whole organisation or key functions relevant

stakeholders as appropriate to build insight into existing levels of capability against future requirements identifying organisational skills gaps and risksbull Use a range of techniques to obtain an initial brief from internal stakeholders and investigate and analyse data to validate the need for a learning interventionbull Present a range of relevant and innovative solutions logically and with credibility to gain buy-in from senior stakeholdersbull Develop an Organisational Development LampD succession plan that addresses gaps and fulfils skills resourcing talent and future leadership needs in the partner business area accounting for changing internal and external environment business and learner needsbull Initiate the design of interventions and monitor implementation

Developing a Learning Culture bull Foster and develop an embedded culture of learning and continuous improvement (eg through using communication campaigns)bull Manage learning and knowledge transferbull Facilitate collective and social learning using innovative technological solutionsbull Influence management at all levels to collaborate and take responsibility for learning initiativesbull Set up and manage Action Learning sets coaching and mentoring programmesbull Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others

BudgetResource Management bull Construct and manage an LampD budgetprojectintervention including managing resources to effectively deliverbull Identify and analyse potential cost savings to ensure maximum valuebull E1048791ectively engage negotiate and manage third party suppliers

Relationship Management bull Build effective working relationships with business managers (using the language of the business) peers and other LampD functions together with relevant external organisations to deliver business results from LampD plans and solutionsbull Communicate confidently with people at all levels including senior managementbull Work with senior leaders to carry out succession planning organisational development and talent pipeline plans

Facilitation Skills bull Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions debate learning and decisionsbull Employ a range of questioning and listening skills to generate brainstorming discussion and debate learning and decisionsbull Effectively manage challenging learner and group behaviours

Behaviours The LampD Consultant Business Partner will be able to demonstrateConstant and Curious Learner bull Pro-actively seeking opportunities and feedback to develop their business acumen improve their

performance and overall capabilitybull Probing and inquiring to delve deeper into opportunities options and solutionsbull A desire to understand and experiment with new ideas and techniques identifying areas for self and wider developmentimprovementsbull That they act as a role model for learning within their organisation and across their networks

Collaborative Partner bull They are a trusted partner acting with integrity ensuring that clients partners and learners alike feel heard and are confident in their ability to deliverbull They can enable different departments or stakeholders to effectively work together above their own agendas and priorities

Commercial Thinker bull They understand and apply the commercial context realities and drivers behind learning needs and solutionsbull They are focused on outcomes and impactsbull They develop ideas insights and solutions for defined business benefits

Constructive Challenger bull Personal resilience to manage competing priorities ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on othersbull The courage to hold a mirror up to the organisation when diagnosing solutionsbull Skilfully navigating through organisational and personal politics

Passionate and Agile Deliverer bull Responsiveness and flexibility to changing internal and external environments and business needsbull Being a role model for the LampD profession inspiring and galvanising others around learning solutions ensuring that learning is embedded and delivers ambitious goals outcomes and timelines

DurationThe length of this apprenticeship should typically be 18-24 months

QualificationsApprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment For those with aneducation health and care plan or a legacy statement the apprenticeshiprsquos English and maths minimum requirement is Entry Level 3 British Sign Language qualification is an alternative to English qualifications for those whom this is their primary language

Link to Professional Registration and ProgressionThe successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) orany other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodiesown membership requirements)

LevelThis is a Level 5 apprenticeship

Review DateThe apprenticeship should be reviewed after 3 years

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment

For more information or to apply contact us

Tweet us

UmbrellaTESComeUnderOurUmbrellaLearnSomethingNew

Umbrella Training Ltd

0333 577 2557infoumbrellatrainingcoukwwwumbrellatrainingcouk

Learning amp Development Consultant Business PartnerLevel 5 Apprenticeship Standard

The LampD ConsultantBusiness Partner Apprenticeship is designed to develop the professional standard required of people working as LampD Consultants Business Partners in organisations across the private public and third sectors The standard received backing from the Chartered Institute of Personnel and Development (CIPD) - the sectorrsquos Professional Body

The successful apprentice will be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) Membership is subject to the professional bodies own membership requirements

Your development at a glance

What will I learnbull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture for example behaviourism cognitivism constructivism neuroscience

bull Legislation and policies that influence learning design and delivery

bull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solution

bull The latest learning practice trends and emerging thinking

bull Current research and appropriate application of best practicebest fit solutions

bull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact ROI ROE

bull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performing

bull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluation

bull How to measure the impact return on investment expectation of learning on the business

bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when required

bull The various LampD roles responsibilities and skills required to design and deliver face-to face blended or digital solutions as appropriate to their role

bull The policies and processes required for effective organisation learning

bull How to prepare monitor and manage a budget

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impact

bull How to shape internal information systems and how they play a role to support learning

bull Emerging technologies that can support effective learning

What will it look likebull Once a month off the job development days with industry professionals leading the workshops

bull Prescribed activities to support 20 off the job learning and development of skills knowledge and behaviour

bull Apprenticeship clubs aimed to support creation of support network for the apprentice

bull Monthly 1-1 coaching support

bull Professional discussions

bull Mock end point assessment ndash helps you to prepare for independent end-point assessment

bull Virtual learning environments ndash to help with learning for visual learners

How long will it takeThe development part of your journey will be 12 - 18 months (depending on the delivery model agreed) followed by up to 5 month assessment gateway where you will be expected to pass through to end point assessment

How do I get assessed End point assessment (EPA)After you have completed all the on programme development activities including Functional Skills in English and maths your Learning Development Manager (LDM) and your mentorline manager will agree on your readiness for EPA

The journal is a compulsory component of the apprenticeship that feeds directly into the end-point assessment lsquoLearning Journal Presentationrsquo

The apprentice is encouraged to be creative in the methods used to create and record in their journal This may include use of digital and learning technologies such as blogs video diaries and social media

Your independent EPA will consist of

bull Submission of Learning Journal maintained during the programme and signed off by the employer

bull EPA 1 ndash Work based project (5000 words) with Professional Discussion (75 mins)

bull EPA 2 - Presentation (25 mins) and QampA based on Learning Journal (35 mins)

bull Grades available fail pass merit distinction

How do I applyPlease fill in an application form on our website wwwsurveymonkeycoukrUmbrella-application

Please bear in mind that you need to be employed in an LampD role and have scope for 80 of new learning during this apprenticeship Your employer needs to support your application and fund this through Apprenticeship Levy

We are looking for people who are motivated and determined to develop themselves so make sure that you show that during the application process

Functional Skills English amp MathsYou must pass Level 2 English and Maths or have equivalent qualifications to be exempt from doing Functional Skills

LampD ConsultantBusiness Partner Level 5

Occupational Role ProfileA Learning amp Development (LampD) Consultant Business Partner is accountable for ensuring LampD contributes to and influences improved performance in the workplace at an individual team and organisation level They also have the commercial responsibility to align learning needs with the strategic ambitions and objectives of the business They are agents for change influencing key stakeholders making decisions and recommendations on what the business can should do in an LampD context They are also likely to lead on any LampD-related elements of business projects The LampD Consultant Partner will often have expertise and competence in a specific field whether it be technical vocational or behavioural They link the work they do to the context and strategic priorities of the business and measure the outcomes and impact of any learning interventions to demonstrate a return on investmentexpectation

The role can be a generalist LampD or more specialist where the focus and in-depth expertise is in a specific area such as organisationdevelopment digital blended learning resourcing or talent management Whichever the area of focus the role requires a good groundingacross all areas of LampD and is business and future focused

The LampD Consultant Business Partner role exists within a range of organisations including private public and third sector Typically the individual works alongside colleagues who specialise in Human Resources (ie employee relations reward recruitment) often supported by an LampD Administrator and or LampD Practitioner They report to a Senior LampD Manager Head of Department or Director In larger organisations they may be one of a team supporting the business and may have responsibility for managing people and a budget

Requirements Core Knowledge Skills and BehavioursKnowledge The LampD Consultant Business Partner will have an understanding ofTechnical Expertise bull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture

for example behaviourism cognitivism constructivism neurosciencebull Legislation and policies that influence learning design and deliverybull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solutionbull Current research and appropriate application of best practicebest fit solutionsbull The latest learning practice trends and emerging thinkingbull Positively incorporating diversity and inclusion into LampD interventions and processes Researching and applying current best practice in this areabull Change management methodologies and the principles of project managementbull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact Return on investment Return of expectation

Business Understanding bull Their organisationrsquos vision mission values strategy plans and stakeholders its external market and sector and the opportunities challenges and issues it facesbull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performingbull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluationbull How to measure the impact return on investmentexpectation of learning on the business

LampD Function bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when requiredbull The various LampD roles responsibilities and skills required to design and deliver face-to-face blended or digital solutionsbull The policies and processes required for effective organisation learningbull How to prepare monitor and manage a budget

Management Information and Technology

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impactbull How to identify sources trends and anomalies in datainformationbull How to shape internal information systems and how they play a role to support learningbull How technology can support learning including understanding of digital platforms delivery channels as relevant to the rolebull Emerging technologies that can support effective learning

Skills The LampD Consultant Business Partner will be able toLampD Consultancy bull Work as an LampD business partner or consultant across the whole organisation or key functions relevant

stakeholders as appropriate to build insight into existing levels of capability against future requirements identifying organisational skills gaps and risksbull Use a range of techniques to obtain an initial brief from internal stakeholders and investigate and analyse data to validate the need for a learning interventionbull Present a range of relevant and innovative solutions logically and with credibility to gain buy-in from senior stakeholdersbull Develop an Organisational Development LampD succession plan that addresses gaps and fulfils skills resourcing talent and future leadership needs in the partner business area accounting for changing internal and external environment business and learner needsbull Initiate the design of interventions and monitor implementation

Developing a Learning Culture bull Foster and develop an embedded culture of learning and continuous improvement (eg through using communication campaigns)bull Manage learning and knowledge transferbull Facilitate collective and social learning using innovative technological solutionsbull Influence management at all levels to collaborate and take responsibility for learning initiativesbull Set up and manage Action Learning sets coaching and mentoring programmesbull Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others

BudgetResource Management bull Construct and manage an LampD budgetprojectintervention including managing resources to effectively deliverbull Identify and analyse potential cost savings to ensure maximum valuebull E1048791ectively engage negotiate and manage third party suppliers

Relationship Management bull Build effective working relationships with business managers (using the language of the business) peers and other LampD functions together with relevant external organisations to deliver business results from LampD plans and solutionsbull Communicate confidently with people at all levels including senior managementbull Work with senior leaders to carry out succession planning organisational development and talent pipeline plans

Facilitation Skills bull Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions debate learning and decisionsbull Employ a range of questioning and listening skills to generate brainstorming discussion and debate learning and decisionsbull Effectively manage challenging learner and group behaviours

Behaviours The LampD Consultant Business Partner will be able to demonstrateConstant and Curious Learner bull Pro-actively seeking opportunities and feedback to develop their business acumen improve their

performance and overall capabilitybull Probing and inquiring to delve deeper into opportunities options and solutionsbull A desire to understand and experiment with new ideas and techniques identifying areas for self and wider developmentimprovementsbull That they act as a role model for learning within their organisation and across their networks

Collaborative Partner bull They are a trusted partner acting with integrity ensuring that clients partners and learners alike feel heard and are confident in their ability to deliverbull They can enable different departments or stakeholders to effectively work together above their own agendas and priorities

Commercial Thinker bull They understand and apply the commercial context realities and drivers behind learning needs and solutionsbull They are focused on outcomes and impactsbull They develop ideas insights and solutions for defined business benefits

Constructive Challenger bull Personal resilience to manage competing priorities ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on othersbull The courage to hold a mirror up to the organisation when diagnosing solutionsbull Skilfully navigating through organisational and personal politics

Passionate and Agile Deliverer bull Responsiveness and flexibility to changing internal and external environments and business needsbull Being a role model for the LampD profession inspiring and galvanising others around learning solutions ensuring that learning is embedded and delivers ambitious goals outcomes and timelines

DurationThe length of this apprenticeship should typically be 18-24 months

QualificationsApprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment For those with aneducation health and care plan or a legacy statement the apprenticeshiprsquos English and maths minimum requirement is Entry Level 3 British Sign Language qualification is an alternative to English qualifications for those whom this is their primary language

Link to Professional Registration and ProgressionThe successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) orany other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodiesown membership requirements)

LevelThis is a Level 5 apprenticeship

Review DateThe apprenticeship should be reviewed after 3 years

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment

How long will it takeThe development part of your journey will be 12 - 18 months (depending on the delivery model agreed) followed by up to 5 month assessment gateway where you will be expected to pass through to end point assessment

How do I get assessed End point assessment (EPA)After you have completed all the on programme development activities including Functional Skills in English and maths your Learning Development Manager (LDM) and your mentorline manager will agree on your readiness for EPA

The journal is a compulsory component of the apprenticeship that feeds directly into the end-point assessment lsquoLearning Journal Presentationrsquo

The apprentice is encouraged to be creative in the methods used to create and record in their journal This may include use of digital and learning technologies such as blogs video diaries and social media

Your independent EPA will consist of

bull Submission of Learning Journal maintained during the programme and signed off by the employer

bull EPA 1 ndash Work based project (5000 words) with Professional Discussion (75 mins)

bull EPA 2 - Presentation (25 mins) and QampA based on Learning Journal (35 mins)

bull Grades available fail pass merit distinction

How do I applyPlease fill in an application form on our website wwwsurveymonkeycoukrUmbrella-application

Please bear in mind that you need to be employed in an LampD role and have scope for 80 of new learning during this apprenticeship Your employer needs to support your application and fund this through Apprenticeship Levy

We are looking for people who are motivated and determined to develop themselves so make sure that you show that during the application process

Functional Skills English amp MathsYou must pass Level 2 English and Maths or have equivalent qualifications to be exempt from doing Functional Skills

LampD ConsultantBusiness Partner Level 5

Occupational Role ProfileA Learning amp Development (LampD) Consultant Business Partner is accountable for ensuring LampD contributes to and influences improved performance in the workplace at an individual team and organisation level They also have the commercial responsibility to align learning needs with the strategic ambitions and objectives of the business They are agents for change influencing key stakeholders making decisions and recommendations on what the business can should do in an LampD context They are also likely to lead on any LampD-related elements of business projects The LampD Consultant Partner will often have expertise and competence in a specific field whether it be technical vocational or behavioural They link the work they do to the context and strategic priorities of the business and measure the outcomes and impact of any learning interventions to demonstrate a return on investmentexpectation

The role can be a generalist LampD or more specialist where the focus and in-depth expertise is in a specific area such as organisationdevelopment digital blended learning resourcing or talent management Whichever the area of focus the role requires a good groundingacross all areas of LampD and is business and future focused

The LampD Consultant Business Partner role exists within a range of organisations including private public and third sector Typically the individual works alongside colleagues who specialise in Human Resources (ie employee relations reward recruitment) often supported by an LampD Administrator and or LampD Practitioner They report to a Senior LampD Manager Head of Department or Director In larger organisations they may be one of a team supporting the business and may have responsibility for managing people and a budget

Requirements Core Knowledge Skills and BehavioursKnowledge The LampD Consultant Business Partner will have an understanding ofTechnical Expertise bull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture

for example behaviourism cognitivism constructivism neurosciencebull Legislation and policies that influence learning design and deliverybull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solutionbull Current research and appropriate application of best practicebest fit solutionsbull The latest learning practice trends and emerging thinkingbull Positively incorporating diversity and inclusion into LampD interventions and processes Researching and applying current best practice in this areabull Change management methodologies and the principles of project managementbull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact Return on investment Return of expectation

Business Understanding bull Their organisationrsquos vision mission values strategy plans and stakeholders its external market and sector and the opportunities challenges and issues it facesbull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performingbull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluationbull How to measure the impact return on investmentexpectation of learning on the business

LampD Function bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when requiredbull The various LampD roles responsibilities and skills required to design and deliver face-to-face blended or digital solutionsbull The policies and processes required for effective organisation learningbull How to prepare monitor and manage a budget

Management Information and Technology

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impactbull How to identify sources trends and anomalies in datainformationbull How to shape internal information systems and how they play a role to support learningbull How technology can support learning including understanding of digital platforms delivery channels as relevant to the rolebull Emerging technologies that can support effective learning

Skills The LampD Consultant Business Partner will be able toLampD Consultancy bull Work as an LampD business partner or consultant across the whole organisation or key functions relevant

stakeholders as appropriate to build insight into existing levels of capability against future requirements identifying organisational skills gaps and risksbull Use a range of techniques to obtain an initial brief from internal stakeholders and investigate and analyse data to validate the need for a learning interventionbull Present a range of relevant and innovative solutions logically and with credibility to gain buy-in from senior stakeholdersbull Develop an Organisational Development LampD succession plan that addresses gaps and fulfils skills resourcing talent and future leadership needs in the partner business area accounting for changing internal and external environment business and learner needsbull Initiate the design of interventions and monitor implementation

Developing a Learning Culture bull Foster and develop an embedded culture of learning and continuous improvement (eg through using communication campaigns)bull Manage learning and knowledge transferbull Facilitate collective and social learning using innovative technological solutionsbull Influence management at all levels to collaborate and take responsibility for learning initiativesbull Set up and manage Action Learning sets coaching and mentoring programmesbull Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others

BudgetResource Management bull Construct and manage an LampD budgetprojectintervention including managing resources to effectively deliverbull Identify and analyse potential cost savings to ensure maximum valuebull E1048791ectively engage negotiate and manage third party suppliers

Relationship Management bull Build effective working relationships with business managers (using the language of the business) peers and other LampD functions together with relevant external organisations to deliver business results from LampD plans and solutionsbull Communicate confidently with people at all levels including senior managementbull Work with senior leaders to carry out succession planning organisational development and talent pipeline plans

Facilitation Skills bull Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions debate learning and decisionsbull Employ a range of questioning and listening skills to generate brainstorming discussion and debate learning and decisionsbull Effectively manage challenging learner and group behaviours

Behaviours The LampD Consultant Business Partner will be able to demonstrateConstant and Curious Learner bull Pro-actively seeking opportunities and feedback to develop their business acumen improve their

performance and overall capabilitybull Probing and inquiring to delve deeper into opportunities options and solutionsbull A desire to understand and experiment with new ideas and techniques identifying areas for self and wider developmentimprovementsbull That they act as a role model for learning within their organisation and across their networks

Collaborative Partner bull They are a trusted partner acting with integrity ensuring that clients partners and learners alike feel heard and are confident in their ability to deliverbull They can enable different departments or stakeholders to effectively work together above their own agendas and priorities

Commercial Thinker bull They understand and apply the commercial context realities and drivers behind learning needs and solutionsbull They are focused on outcomes and impactsbull They develop ideas insights and solutions for defined business benefits

Constructive Challenger bull Personal resilience to manage competing priorities ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on othersbull The courage to hold a mirror up to the organisation when diagnosing solutionsbull Skilfully navigating through organisational and personal politics

Passionate and Agile Deliverer bull Responsiveness and flexibility to changing internal and external environments and business needsbull Being a role model for the LampD profession inspiring and galvanising others around learning solutions ensuring that learning is embedded and delivers ambitious goals outcomes and timelines

DurationThe length of this apprenticeship should typically be 18-24 months

QualificationsApprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment For those with aneducation health and care plan or a legacy statement the apprenticeshiprsquos English and maths minimum requirement is Entry Level 3 British Sign Language qualification is an alternative to English qualifications for those whom this is their primary language

Link to Professional Registration and ProgressionThe successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) orany other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodiesown membership requirements)

LevelThis is a Level 5 apprenticeship

Review DateThe apprenticeship should be reviewed after 3 years

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment

LampD ConsultantBusiness Partner Level 5

Occupational Role ProfileA Learning amp Development (LampD) Consultant Business Partner is accountable for ensuring LampD contributes to and influences improved performance in the workplace at an individual team and organisation level They also have the commercial responsibility to align learning needs with the strategic ambitions and objectives of the business They are agents for change influencing key stakeholders making decisions and recommendations on what the business can should do in an LampD context They are also likely to lead on any LampD-related elements of business projects The LampD Consultant Partner will often have expertise and competence in a specific field whether it be technical vocational or behavioural They link the work they do to the context and strategic priorities of the business and measure the outcomes and impact of any learning interventions to demonstrate a return on investmentexpectation

The role can be a generalist LampD or more specialist where the focus and in-depth expertise is in a specific area such as organisationdevelopment digital blended learning resourcing or talent management Whichever the area of focus the role requires a good groundingacross all areas of LampD and is business and future focused

The LampD Consultant Business Partner role exists within a range of organisations including private public and third sector Typically the individual works alongside colleagues who specialise in Human Resources (ie employee relations reward recruitment) often supported by an LampD Administrator and or LampD Practitioner They report to a Senior LampD Manager Head of Department or Director In larger organisations they may be one of a team supporting the business and may have responsibility for managing people and a budget

Requirements Core Knowledge Skills and BehavioursKnowledge The LampD Consultant Business Partner will have an understanding ofTechnical Expertise bull Paradigms theories and models that underpin effective adult learning group behaviour and learning culture

for example behaviourism cognitivism constructivism neurosciencebull Legislation and policies that influence learning design and deliverybull The merits of different learning delivery channels to select an appropriate face-to-face blended or digital solutionbull Current research and appropriate application of best practicebest fit solutionsbull The latest learning practice trends and emerging thinkingbull Positively incorporating diversity and inclusion into LampD interventions and processes Researching and applying current best practice in this areabull Change management methodologies and the principles of project managementbull Consultancy tools and techniques for example the use of SWOT 5 Whys weighted matrix etc providing costed recommendations and projected impact Return on investment Return of expectation

Business Understanding bull Their organisationrsquos vision mission values strategy plans and stakeholders its external market and sector and the opportunities challenges and issues it facesbull How business learning and HR key performance indicators and metrics build a clear picture of how the business is performingbull The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis design delivery and evaluationbull How to measure the impact return on investmentexpectation of learning on the business

LampD Function bull The LampD structure required to meet business needs and whether this should be in-house outsourced and how to source specialist expertise when requiredbull The various LampD roles responsibilities and skills required to design and deliver face-to-face blended or digital solutionsbull The policies and processes required for effective organisation learningbull How to prepare monitor and manage a budget

Management Information and Technology

bull The collection of data and information both qualitative and quantitative to analyse learning needs implement effective delivery and measure outcomes and impactbull How to identify sources trends and anomalies in datainformationbull How to shape internal information systems and how they play a role to support learningbull How technology can support learning including understanding of digital platforms delivery channels as relevant to the rolebull Emerging technologies that can support effective learning

Skills The LampD Consultant Business Partner will be able toLampD Consultancy bull Work as an LampD business partner or consultant across the whole organisation or key functions relevant

stakeholders as appropriate to build insight into existing levels of capability against future requirements identifying organisational skills gaps and risksbull Use a range of techniques to obtain an initial brief from internal stakeholders and investigate and analyse data to validate the need for a learning interventionbull Present a range of relevant and innovative solutions logically and with credibility to gain buy-in from senior stakeholdersbull Develop an Organisational Development LampD succession plan that addresses gaps and fulfils skills resourcing talent and future leadership needs in the partner business area accounting for changing internal and external environment business and learner needsbull Initiate the design of interventions and monitor implementation

Developing a Learning Culture bull Foster and develop an embedded culture of learning and continuous improvement (eg through using communication campaigns)bull Manage learning and knowledge transferbull Facilitate collective and social learning using innovative technological solutionsbull Influence management at all levels to collaborate and take responsibility for learning initiativesbull Set up and manage Action Learning sets coaching and mentoring programmesbull Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others

BudgetResource Management bull Construct and manage an LampD budgetprojectintervention including managing resources to effectively deliverbull Identify and analyse potential cost savings to ensure maximum valuebull E1048791ectively engage negotiate and manage third party suppliers

Relationship Management bull Build effective working relationships with business managers (using the language of the business) peers and other LampD functions together with relevant external organisations to deliver business results from LampD plans and solutionsbull Communicate confidently with people at all levels including senior managementbull Work with senior leaders to carry out succession planning organisational development and talent pipeline plans

Facilitation Skills bull Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions debate learning and decisionsbull Employ a range of questioning and listening skills to generate brainstorming discussion and debate learning and decisionsbull Effectively manage challenging learner and group behaviours

Behaviours The LampD Consultant Business Partner will be able to demonstrateConstant and Curious Learner bull Pro-actively seeking opportunities and feedback to develop their business acumen improve their

performance and overall capabilitybull Probing and inquiring to delve deeper into opportunities options and solutionsbull A desire to understand and experiment with new ideas and techniques identifying areas for self and wider developmentimprovementsbull That they act as a role model for learning within their organisation and across their networks

Collaborative Partner bull They are a trusted partner acting with integrity ensuring that clients partners and learners alike feel heard and are confident in their ability to deliverbull They can enable different departments or stakeholders to effectively work together above their own agendas and priorities

Commercial Thinker bull They understand and apply the commercial context realities and drivers behind learning needs and solutionsbull They are focused on outcomes and impactsbull They develop ideas insights and solutions for defined business benefits

Constructive Challenger bull Personal resilience to manage competing priorities ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on othersbull The courage to hold a mirror up to the organisation when diagnosing solutionsbull Skilfully navigating through organisational and personal politics

Passionate and Agile Deliverer bull Responsiveness and flexibility to changing internal and external environments and business needsbull Being a role model for the LampD profession inspiring and galvanising others around learning solutions ensuring that learning is embedded and delivers ambitious goals outcomes and timelines

DurationThe length of this apprenticeship should typically be 18-24 months

QualificationsApprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment For those with aneducation health and care plan or a legacy statement the apprenticeshiprsquos English and maths minimum requirement is Entry Level 3 British Sign Language qualification is an alternative to English qualifications for those whom this is their primary language

Link to Professional Registration and ProgressionThe successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) orany other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodiesown membership requirements)

LevelThis is a Level 5 apprenticeship

Review DateThe apprenticeship should be reviewed after 3 years

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment

Relationship Management bull Build effective working relationships with business managers (using the language of the business) peers and other LampD functions together with relevant external organisations to deliver business results from LampD plans and solutionsbull Communicate confidently with people at all levels including senior managementbull Work with senior leaders to carry out succession planning organisational development and talent pipeline plans

Facilitation Skills bull Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions debate learning and decisionsbull Employ a range of questioning and listening skills to generate brainstorming discussion and debate learning and decisionsbull Effectively manage challenging learner and group behaviours

Behaviours The LampD Consultant Business Partner will be able to demonstrateConstant and Curious Learner bull Pro-actively seeking opportunities and feedback to develop their business acumen improve their

performance and overall capabilitybull Probing and inquiring to delve deeper into opportunities options and solutionsbull A desire to understand and experiment with new ideas and techniques identifying areas for self and wider developmentimprovementsbull That they act as a role model for learning within their organisation and across their networks

Collaborative Partner bull They are a trusted partner acting with integrity ensuring that clients partners and learners alike feel heard and are confident in their ability to deliverbull They can enable different departments or stakeholders to effectively work together above their own agendas and priorities

Commercial Thinker bull They understand and apply the commercial context realities and drivers behind learning needs and solutionsbull They are focused on outcomes and impactsbull They develop ideas insights and solutions for defined business benefits

Constructive Challenger bull Personal resilience to manage competing priorities ensuring that they deliver the outcomes of their work through co-design and a full understanding of the impact they have on othersbull The courage to hold a mirror up to the organisation when diagnosing solutionsbull Skilfully navigating through organisational and personal politics

Passionate and Agile Deliverer bull Responsiveness and flexibility to changing internal and external environments and business needsbull Being a role model for the LampD profession inspiring and galvanising others around learning solutions ensuring that learning is embedded and delivers ambitious goals outcomes and timelines

DurationThe length of this apprenticeship should typically be 18-24 months

QualificationsApprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment For those with aneducation health and care plan or a legacy statement the apprenticeshiprsquos English and maths minimum requirement is Entry Level 3 British Sign Language qualification is an alternative to English qualifications for those whom this is their primary language

Link to Professional Registration and ProgressionThe successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) orany other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodiesown membership requirements)

LevelThis is a Level 5 apprenticeship

Review DateThe apprenticeship should be reviewed after 3 years

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment

EPA 1 - Workbased project(5000 words)

Professional discussion(75 mins)

Submission of Learning JournalMaintained during the programme and signed off by the employer

Presentation(25 mins) and QampA based on Learning Journal (35 mins)

Grades availableFail pass merit or distinction

All Apprentices must undertake an independent end-point assessment which is a synoptic assessment of the knowledge skills and behaviours that have been learnt throughout the Apprenticeship The purpose of the assessment is to make sure the Apprentice meets the standard set by employers and are fully competent in their occupation

It is taken by Apprentices at the very end of the on-programme phase of training when their employer and training provider are satisfied that they have met the ldquogatewayrdquo criteria to undertake the assessment End-point assessments are graded and an Apprenticeship certificate is only awarded after end-point assessment is successfully completed

The end point assessment of all Apprenticeships must be externally quality assured to ensure that they are valid consistent and reliable across Apprenticeship assessment organisations (AAOs)

It is up to the employer to choose their Apprenticeship assessment organisation (AAO) and they do not have to opt for the AAO recommended by their training provider

Independent End-Point AssessmentsAll Apprentices must undertake an independent end-point assessment