Overview
Learning and development consultant business partner is accountable for ensuring Learning and development 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.
The role can be a generalist learning and development or more specialist, where the focus and in-depth expertise is in a specific area such as organisation development, digital and blended learning, resourcing, or talent management. Whichever the area of focus, the role requires a good grounding across all areas of Learning and development, and is business and future focused.
The learning and development 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 (i.e. employee relations, reward, recruitment), often supported by an learning and development administrator and/or learning and development practitioner. They report to a Senior learning and development 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.
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- Entry requirements
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Level
Level 5
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Delivery/Study method
A minimum of 30 hours on the job training at the work place per week including a day/block release to study theory at our Uxbridge/Hayes/Richmond or Harrow campus.
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What will I learn?
Core modules include:
- Paradigms, theories and models that underpin effective adult learning, group behaviour and learning culture, for example behaviourism, cognitivism, constructivism, neuroscience
- Legislation and policies that influence learning design and delivery
- The merits of different learning delivery channels to select an appropriate face-to-face, blended or digital solution
- Current research and appropriate application of best practice and best fit solutions
- The latest learning practice, trends and emerging thinking
- Positively incorporating diversity and inclusion into learning and development interventions and processes. Researching and applying current best practice in this area
- Change management methodologies and the principles of project management
- 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.
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Duration and assessment
Typically 18 to 24 months
Types of assessment include:
- An end-point assessment
- Level 2 English and maths. Apprentices without level 2 English and maths will need to achieve this level prior to taking the end-point assessment. For those with an education, health and care plan or a legacy statement, the apprenticeship’s 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.
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Where next? Career/study opportunities
The successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) or any other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodies own membership requirements).