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People Professional (HR) Level 5

A People Professional Apprenticeship, aligned with CIPD standards, helps employers develop capable HR professionals who support workforce engagement, performance, and organisational effectiveness. Learners gain practical experience across recruitment, employee relations, performance management, training, and organisational development, strengthening day-to-day people operations.
This programme is for those in a generalist or specialist HR role. Candidates will need to have a good grounding across the whole range of HR disciplines and people management responsibilities.

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People Professional Level 5

Overview

KSBs

Meet the Trainers

FAQs

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5.0
+ EPA
Apprenticeship Achievement Rate
Programme Achievement 2024-2025

Course Overview

If members of your people team want to develop their confidence, broaden their knowledge and have a greater impact within your organisation, the People Professional Level 5 apprenticeship could be a great next step. 

They will also achieve the Chartered Institute of Personnel and Development (CIPD) Level 5 Associate Diploma in People Management.  

My aim isn’t simply to teach learners the theory. I want to help them understand how that knowledge applies to the situations, challenges and opportunities they encounter in their own role. If you want a programme that will challenge your team member’s thinking, develop their professional practice and help them become a more confident and influential people professional, I’d really look forward to working with you.”

– Amy Hutton, Fareport Trainer

Our balance of group and 1-to-1 sessions give us the opportunity to focus on your team member – their responsibilities, organisation and the areas where they want or need to develop – and they will benefit from group discussions and others’ perspectives.

Throughout the programme, we’ll explore what it means to be an effective people professional. Learners develop their understanding of areas including organisational culture and strategy, stakeholder management, evidence-based practice, people data, employment relationships and employment law, talent and workforce planning, digital working, reward, sustainability and project management. 

Importantly, we’ll also develop the professional skills and behaviours that sit behind these subjects. We teach learners how to use evidence and data to make better decisions, influence and communicate with stakeholders, contribute to people strategy, manage change, support inclusive working practices and provide confident, ethical advice within your organisation. 

This programme is for those in a generalist or specialist HR role. Candidates will need to have a good grounding across the whole range of HR disciplines and people management responsibilities. They will often be required to make decisions and recommendations on what the business can or should do in a specific situation. They will be influencing managers to change their thinking as well as bringing best practice into the organisation.

As part of the programme you will achieve the Chartered Institute of Personnel and Development (CIPD) Level 5 Associate Diploma in People Management. The Chartered Institute of Personnel and Development (CIPD) is the professional body for HR, Learning and Development. Fareport are an approved CIPD centre and this apprenticeship also includes CIPD Level 5 Associate Diploma in People Management.

Additional fees – please note these cannot be paid from Levy funds.  Latest prices as July 2025, please visit CIPD Membership details.  This apprenticeship is 18 months so 2 years worth of membership will be required.

Cost to Employer (£)Payment Terms
Initial joining fee £40Direct with CIPD
12 month Student Membership £113Direct with CIPD

21 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:

  • Presentation & questioning
  • Professional Discussion underpinned by Portfolio of Evidence
  • Assignment

One of the things I value most about delivering this apprenticeship is seeing learners grow in confidence and begin to recognise the contribution they can make as a people professional. Learners aren’t expected to fit into a one-size-fits-all programme. We’ll relate the learning back to your workplace wherever possible and identify resources and approaches that suit the way each person learns.
-Amy Hutto, Fareport Trainer

Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required. Additional costs include CIPD Student membership – please see the course overview section for full details.

Candidates should be working in a small to large organisation as part of the HR function in roles such as HR Manager, Consultant or Business Partner using their expertise to provide and lead the delivery of HR solutions to business challenges, together with offering tailored advice to mid-level to senior managers in the business. Employers may also provide additional entry criteria.
  • All candidates will be required to complete an eligibility interview ahead of enrolment.
  • CIPD membership required to commence apprenticeship.

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.

  • K1: Internal and external sources of data for people management.
  • K2: People systems and how they are utilised for business value.
  • K3: People operating models and theories for different business types. e.g., small or large, private or public.
  • K4: Functions within the people profession, and how each deliver for the business.
  • K5: Business aims and objectives, and how their work contributes to them.
  • K6: Evolution of the people professional industry and the current role.
  • K7: Sources of specialist HR expertise and or guidance for people issues including ethics.
  • K8: Regulatory requirements such as data protection, confidentiality, data management, for the handling and processing of data, and its application.
  • K9: Employment legislation and policies.
  • K10: Problem solving, and decision-making techniques.
  • K11: Project management practices, and techniques.
  • K12: Emerging digital trends, and how these can be embedded in people practice.
  • K13: Commercial and budgetary implications of people management.
  • K14: Commercial awareness of the business, and the external environment which it operates within.
  • K15: Prioritisation tools and techniques e.g., priority matrix.
  • K16: Internal and external sources of data for benchmarking.
  • K17: Negotiation and influencing models and techniques.
  • K18: Communication techniques for interacting with stakeholders including appropriate presentation techniques.
  • K19: Approaches and practices of equity, diversity, and inclusion.
  • K20: Approaches to employee wellbeing.
  • K21: Data analysis techniques.
  • K22: Current practices and developments in the sector in achieving sustainable people operations.

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.

  • S1: Communicate information through appropriate channels to enable key stakeholders to understand what is required.
  • S2: Build and manage multiple and diverse stakeholder’s relationships.
  • S3: Advise on application of policy, regulation, and law for HR issues.
  • S4: Use data and metrics to mitigate areas of risk and highlight opportunities.
  • S5: Negotiate with and influence stakeholders to support achievement of business and organisation objectives.
  • S6: Present insight and conclusions on workforce issues or people process failures.
  • S7: Enable stakeholders to deliver people solutions. e.g., through negotiation, providing guidance.
  • S8: Lead and improve people capability within the business.
  • S9: Manage and deliver people related business and change projects.
  • S10: Handle and process people data according to legislative requirements.
  • S11: Embed organisational people policy to promote a diverse and inclusive culture with stakeholders.
  • S12: Analyse financial implications of people solutions ensuring value for money.
  • S13: Support the delivery of people strategies using technology and innovation in accordance with regulations and policies.
  • S14: Make decisions on people policy and issues raised, escalating concerns outside own area of responsibility.
  • S15: Use prioritisation tools e.g., priority matrix to manage workload, and deliver against business objectives.
  • S16: Challenge matters which conflict with ethical values or legislation.
  • S17: Contribute to the development of people policies and procedures or people initiatives.
  • S18: Interpret people and management data, from both internal and external sources to identify trends.
  • S19: Educate and support stakeholders to deal with wellbeing issues.
  • S20: Benchmark to improve people policies and procedures, or people initiatives.

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

  • B1: Motivated and resilient to challenging situations.
  • B2: Work flexibly and adapts to circumstances.
  • B3: Seek learning opportunities and continuous professional development, incorporating them into their work.
  • B4: Act in a professional manner with integrity.
  • B5: Work collaboratively with others across the organisation and external stakeholders.
  • B6: Take personal responsibility for and promote sustainable working practices.
  • B7: Encourage a diverse and inclusive culture.
  • B8: Takes personal responsibility for and promotes wellbeing.
  • B9: Role model ethical behaviour, and practices, and challenge decisions, and actions that are not ethical.

Meet the Trainers

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.

Career Support

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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