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Learning & Development Consultant Level 5

Learning & Development Consultants and Business Partners ensure learning strategies drive improved performance at individual, team, and organisational levels. For employers, they align learning and development with commercial goals, influence key stakeholders, and act as agents of change to support strategic business objectives.
A Learning and Development Consultant/Business Partner is accountable for ensuring that L&D contributes to and influences improved performance in the workplace.

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Learning and development consultant and business partner Level 5

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5.0
+ EPA
Apprenticeship Achievement Rate

Course Overview

A Learning and Development Consultant/ Business Partner is accountable for ensuring that L&D contributes to and influences improved performance in the workplace. 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.

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.

This apprenticeship is perfect for professionals looking to lead and shape organisational learning strategies. It develops key skills in consultancy, stakeholder engagement, and learning design, enabling learners to take a more strategic approach to Learning and Development. The programme provides opportunities to gain a deeper understanding of how learning supports business objectives and employee development, while building the confidence to influence stakeholders, lead projects, and drive positive organisational change.

14 months + EPA

Once an apprentice has completed their apprenticeship, they will be ‘signed off’ by their employer/ provider as ready for end-point assessment of their knowledge and practical capabilities. In most cases, the assessment will be graded and must show the apprentice is fully competent and productive in the occupation.
End Point Assessment consists of:
  • Work Based Project
  • Presentation/ Q&A

Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required.

Candidates should be working within a L&D Consultant or Business Partner role. Employers may also provide additional entry criteria.

Learners aged 18 who do not have exemptions will still be required to achieve Level 2 Functional Skills.  
 
Learners over 19 will have the option to either opt in or out of Functional Skills training and examinations. For those who choose to opt out, Fareport remains committed to supporting all learners in developing their literacy and numeracy skills by embedding these essential topics within the curriculum and assessments of the apprenticeship.  

To be eligible for an Apprenticeship you (or the apprentice) must:

  • Be living and working in England
  • Be 16 years old or above
  • Have the legal right to work in the UK
  • Have maintained UK residency for the last 3 years
  • Be employed in a real job; they may be an existing employee or a new hire
  • Work towards achieving an approved apprenticeship standard or framework
  • Work at least 30 hours a week
  • Be able to commit to the apprenticeship and its requirements
  • Not hold a prior qualification at the same or higher level in the same subject area
  • Not undertake or benefit from DfE funding during their apprenticeship programme, including Student Loans.
  • Have apprenticeship training and employment that lasts at least 12 months.
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Knowledge, Skills & Behaviours

Knowledge (K) – The theoretical understanding an apprentice needs to perform their role effectively. This includes industry-specific principles, regulations, and best practices.

  • 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.
  • Their organisation’s vision, mission, values, strategy, plans and stakeholders; its external market and sector and the opportunities, challenges and issues it faces. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050.
  • How business, learning and human resources key performance indicators and metrics build a clear picture of how the business is performing.
  • The process of stakeholder mapping to define interactions with staff that are part of the learning needs analysis, design, delivery, and evaluation. This may include the needs of staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transmission.
  • How to measure the impact, return on investment and expectation of learning on the business.
  • The learning and development structure required to meet business needs and whether this should be in-house, outsourced and how to source specialist expertise when required.
  • The various learning and development roles, responsibilities and skills required to design and deliver face-to-face, blended or digital solutions.
  • The policies and processes required for effective organisation learning.
  • How to prepare, monitor and manage a budget.
  • The collection of data and information, both qualitative and quantitative, to analyse learning needs, implement effective delivery and measure outcomes and impact.
  • How to identify sources, trends and anomalies in data and information.
  • How to shape internal information systems and how they play a role to support learning.
  • How technology can support learning, including understanding of digital platforms  and delivery channels as relevant to the role.
  • Emerging technologies that can support effective learning.

More information on the Standard is available here.

Skills (S) – The practical abilities developed through training and hands-on experience. These are the technical and transferable skills required for the job.

  • Work as an learning and development business partner or consultant across the whole organisation or key functions and relevant stakeholders as appropriate, to build insight into existing levels of capability against future requirements, identifying organisational skills gaps and risks. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • 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 intervention.
  • Present a range of relevant and innovative solutions, logically and with credibility, to gain buy-in from senior stakeholders.
  • Develop an organisational development, learning and development and succession plan that addresses gaps and fulfils skills, resourcing, talent, and future leadership needs in the partner and business area, accounting for changing internal and external environment, business and learner needs.This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • Initiate the design of interventions and monitor implementation.
  • Foster and develop an embedded culture of learning and continuous improvement (e.g. through using communication campaigns).
  • Manage learning and knowledge transfer.
  • Facilitate collective and social learning using innovative technological solutions.
  • Influence management at all levels to collaborate and take responsibility for learning initiatives.
  • Set up and manage action learning sets, coaching and mentoring programmes.
  • Ensure quality of learning and training delivery through providing feedback to colleagues to ensure continuous improvement of self and others.
  • Construct and manage an learning and development budget, project, intervention, including managing resources to effectively deliver.
  • Identify and analyse potential cost savings to ensure maximum value.
  • Effectively engage, negotiate and manage third party suppliers.
  • Build effective working relationships with business managers (using the language of the business), peers and other learning and development functions, together with relevant external organisations to deliver business results from learning and development plans and solutions.
  • Communicate confidently with people at all levels, including senior management.
  • Work with senior leaders to carry out succession planning, organisational development and talent pipeline plans.This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • Build rapport and demonstrate the use of language patterns to facilitate and encourage discussions, debate, learning and decisions.
  • Employ a range of questioning and listening skills to generate brainstorming, discussion and debate, learning and decisions.
  • Effectively manage challenging learner and group behaviours.

Behaviours (B) – The professional attitudes and values expected in the workplace. These include teamwork, adaptability, problem-solving, and ethical responsibility.

  • Pro-actively seeking opportunities and feedback to develop their business acumen, improve their performance and overall capability.
  • Probing and inquiring to delve deeper into opportunities, options and solutions.
  • A desire to understand and experiment with new ideas and techniques, identifying areas for self and wider development and improvements.
  • That they act as a role model for learning within their organisation and across their networks.
  • They are a trusted partner, acting with integrity, ensuring that clients, partners and learners alike feel heard and are confident in their ability to deliver.
  • They can enable different departments or stakeholders to effectively work together above their own agendas and priorities.
  • They understand and apply the commercial context, realities and drivers behind learning needs and solutions. This may include an organisations sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • They are focused on outcomes and impacts.
  • They develop ideas, insights and solutions for defined business benefits. This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • 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 others.
  • The courage to hold a mirror up to the organisation when diagnosing solutions.
  • Skilfully navigating through organisational and personal politics.
  • Responsiveness and flexibility to changing internal and external environments and business needs.
  • Being a role model for the learning and development profession, inspiring and galvanising others around learning solutions, ensuring that learning is embedded and delivers ambitious goals, outcomes and timelines.

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Frequently Asked Questions

Off-the-job training is a mandatory requirement for all apprenticeships in the UK. It ensures that apprentices develop the Knowledge, Skills, and Behaviours (KSBs) outlined in their apprenticeship standard, beyond their day-to-day work duties.

How Much Off-the-Job Training is Required?
Apprentices must spend the equivalent of 6 hours per week on off-the-job training, which must take place during their normal working hours. This structured learning approach is designed to enhance their professional development and directly relate to their apprenticeship programme.

What Activities Count as Off-the-Job Training?
Off-the-job training can be delivered in various ways, including:
✔ Training sessions with Fareport – workshops, workbooks, online learning, and assignments
✔ Employer-led training – mentoring, job shadowing, and workplace projects
✔ Industry-related learning – attending relevant seminars, courses, or training events

This training can take place at the apprentice’s usual workplace or offsite, but it must always be completed within their normal working hours.

How is Off-the-Job Training Planned?
At Fareport Training, we work closely with employers and apprentices to plan and document off-the-job training within the Training Agreement. This ensures a structured learning journey that aligns with business needs while meeting apprenticeship requirements.

By dedicating time to off-the-job training, apprentices gain valuable knowledge and experience, helping them develop professionally and contribute more effectively to their workplace.

Fareport Training is an Ofsted ‘Good’ work-based training provider, delivering apprenticeships and commercial training to employers aiming to enhance their workforce’s skills and qualifications (indeed.com).

Established in 1981, Fareport has a longstanding reputation for high-quality training across various sectors.

Benefits of Partnering with Fareport:

Enhanced Skills and Productivity: Employers have reported that apprenticeships through Fareport help develop relevant skills, improve productivity, and enhance the quality of products or services.

Comprehensive Support: Fareport collaborates closely with employers to design high-quality teaching sessions tailored to business requirements, ensuring that apprentices gain substantial new knowledge, skills, and behaviors applicable to their roles (files.ofsted.gov.uk).

Employee Development and Retention: By investing in apprenticeships, employers can grow their own talent, leading to improved employee morale and loyalty.

Collaborating with Fareport Training enables organisations to effectively upskill their workforce, fostering growth and maintaining a competitive edge in their respective industries.

The Chartered Institute of Personnel Development (CIPD) is the professional body for HR, Learning and Development
We are an approved centre

Yes, Fareport Training operate across all of England. You can undertake your training at your workplace and live online with our trainers.

An apprenticeship in the UK is a paid position that combines practical on-the-job training with academic learning, leading to nationally recognised qualifications. Typically, apprentices spend around 20% of their working hours on classroom, 1-2-1 or individual learning, while the remainder is dedicated to hands-on work experience. This structure allows individuals to earn a salary while gaining valuable skills and credentials in their chosen field. Apprenticeships are for new employees as well as existing employees.

As of November 2025, the UK apprentice minimum wage is £7.55 per hour for apprentices under 19 or in their first year.

Apprentices are entitled to the apprentice rate if they’re either:

  • Aged under 19
  • Aged 19 or over and in the first year of their apprenticeship

Apprentices are entitled to the minimum wage for their age if they both aged 19 or over and have completed the first year of their apprenticeship.

No, you are only eligible to study our courses if you are living or working in England and meet all our eligibility criteria.

A career in Learning and Development (L&D) in the UK offers the opportunity to enhance employee skills and improve organisational performance. L&D professionals design training programs, identify learning needs, and support continuous development. Salaries vary based on experience, with entry-level roles starting between £20,000 and £28,000, mid-level positions ranging from £28,000 to £40,000, and senior roles like L&D Managers earning £40,000 to £60,000 annually. Director-level positions can exceed £70,000, with average salaries around £32,500 across the UK. (Reed.co.uk, Prospects, Totaljobs)
The demand for skilled L&D professionals is growing, with many employers seeking individuals with relevant qualifications, such as those offered by the Chartered Institute of Personnel and Development (CIPD). For those passionate about fostering growth within organisations, a career in L&D offers both personal satisfaction and competitive financial rewards, with opportunities for career advancement and professional development. (Morgan McKinley, Select.co.uk)

A career in HR support within the UK offers a fulfilling path for individuals interested in managing employee relations, recruitment, and organizational development. HR professionals are essential in recruiting new employees, planning training and development activities, ensuring appropriate pay and benefits, and handling employee support services (National Careers Service).
Salaries in HR support roles vary based on experience and location. Entry-level positions typically start around £20,000, with experienced professionals earning up to £40,000. For example, the Department for Work and Pensions offers HR Casework Operational Leader positions with salaries ranging from £42,614 to £45,081 (Find a Job).
Overall, HR support is a viable and rewarding career choice for those with strong interpersonal and organisational skills.

Embarking on a career as a People Professional, commonly known as a Human Resources (HR) Officer in the UK, offers a fulfilling path for individuals passionate about supporting and developing the workforce within organizations. HR professionals play a crucial role in hiring, developing, and looking after employees, contributing significantly to the overall success of a company (National Careers Service).
Salaries for HR Officers in the UK vary based on experience and location. According to the National Careers Service, starting salaries range from £24,000, with experienced professionals earning up to £40,000 per year (National Careers Service).
Overall, a career in the people profession is well-suited for those with strong interpersonal and organizational skills, offering opportunities for personal growth and the chance to make a positive impact within various organisations.

Apprenticeships in the UK offer a multitude of benefits for both individuals and employers.

For Individuals:
Earning While Learning: Apprentices receive a salary during their training, allowing them to gain work experience without incurring student debt (Moneyhelper).
Nationally Recognised Qualifications: Completing an apprenticeship provides credentials that are respected across industries, enhancing employability (MKCollege.ac.uk).
Practical Experience: Apprentices develop hands-on skills in real-world settings, making them valuable assets to employers (Apprenticeships.gov.uk).
Career Advancement: Many apprentices secure permanent positions post-training, with opportunities for further education and career progression (MKCollege.ac.uk).

For Employers:
Cost-Effective Recruitment: Apprenticeships can reduce hiring expenses by developing talent internally (FDMGroup.com).
Enhanced Employee Retention: Investing in apprenticeships often leads to higher staff loyalty and job satisfaction (Apprenticeships.gov.uk).
Addressing Skill Shortages: Tailored training ensures employees possess skills aligned with business needs (FDMGroup.com).
Diversity and Inclusion: Apprenticeships promote a varied workforce, enriching company culture and perspectives (Apprenticeships.gov.uk).

Overall, apprenticeships serve as a strategic approach to workforce development, benefiting both the apprentice and the employer.

Why Learn with Fareport Training?

Established in 1983, we’ve been helping people & businesses grow for over 40 years.

40+ Years’ Experience

Ranked in the top 25% of training providers inspected in England by Ofsted. Trusted by employers, councils & learners alike for over 40 years.

Expert Trainers

Our trainers are highly experienced professionals who bring real subject-based knowledge & skills to every session.

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We don’t just train you – with some of our courses we help you find work with CV support, interview coaching, and employer connections.

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