Occupational Summary
A Level 5 apprenticeship as a People Professional develops practitioners who work as Diversity and Inclusion Manager, Employee Relations Consultant, HR Business Partner, HR Consultant Partner, HR Generalist, HR Manager, HR Pay and Reward, Organisation Development Consultant, Rewards Consultant, Talent Manager or Wellbeing Consultant. Apprentices support the business to meet strategic objectives by driving the people agenda: attracting, recruiting, developing and retaining talent; managing payroll and benefits; supporting positive employee relations and ensuring compliance with employment law. They give advice and coaching on policies and legislation, support people elements of business projects, use data to analyse people trends, make evidence-based recommendations, influence stakeholders across the organisation and contribute to the design and review of people policies and plans.
The programme comprises 51 KSBs (knowledge, skills and behaviours), has a typical duration of 22 months and a maximum funding band of £11,000. End-point assessment is through Presentation and questioning, Professional discussion underpinned by a portfolio of evidence, and an Assignment, aligned to the occupational outcomes described.
View official Skills England source text
This role can be found in organisations of any size, in any sector. In smaller organisations, this type of role is likely to have a broader remit. People Professionals play a key role in supporting the business to meet its strategic objectives by driving forward the People agenda. People Professionals are responsible for various activities from attracting, recruiting, developing, and retaining talent, managing payroll and benefits, supporting positive employee relations, and ensuring compliance with employment law. The broad purpose of the occupation is to support the business to meet its objectives through the people agenda and relative initiatives. People expertise will be used to provide advice, views, and challenge to the business, enabling the role to be involved in a wide range of projects and tasks. In their daily work, an employee in this occupation will give specific advice and coaching on the interpretation of applicable policies and employment law to the business. They will also support on people related elements of business projects. They will work with stakeholders inside the People function, internal stakeholders, and external stakeholders as appropriate. An employee in this role will interact with various roles at differing levels of the organisation from within HR to other business areas. The ability to communicate, influence and negotiate is key whilst adopting evidence-based decision making. An employee in this occupation could be responsible for supporting the business to deliver their objectives through development of a people plan. Making recommendations on what the business can or should do in specific situations. Supporting manager and leaders to implement their people strategies. Using data to provide insights into people trends and issues and creating solutions to deal with them. Maintaining knowledge of both internal and external environment and how this impacts role. Contributing to the review, design and update of any people policies and processes ensuring they are in line with legislative requirements. Keeping up to date with emerging thinking and people trends.
Important Notice
This occupational standard is a revision of the L5 HR Consultant Partner and was renamed People Professional as part of the revision process. The People Professional was approved for delivery of new starts on 28th September 2023 and the HR Consultant Partner was retired for new starts on 27th September 2023 (there should not be any starts on the retired standard from that date). All individuals currently on the L5 HR Consultant Partner will complete this apprenticeship.
What's in the Delivery Pack?
Every section is tailored specifically to the ST0238 standard, using official KSB data, the published assessment plan, and sector-specific context.
KSB Interpretations
Plain-English interpretation of every Knowledge, Skill and Behaviour
EPA Preparation
End-point assessment readiness, gateway checklist and method guidance
Delivery Risks
Occupation-specific risks, mitigations and early warning signs
Delivery Model Options
Model-selection guide comparing day release, block release and front-loaded approaches
On/Off-the-Job Mapping
Which KSBs are best taught by the provider vs developed in the workplace
Initial Assessment & RPL
Starting points, prior learning recognition and programme adaptation
English, Maths & Digital
Where functional skills embed naturally and standalone qualification guidance
Employer Engagement Guide
Employer commitments, progress reviews and workplace engagement guidance
Get the ST0238 Delivery Guide
Unlock all 8 AI-powered sections — KSB interpretations, EPA preparation, delivery risks, employer engagement, and more. Tailored to People professional.
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Qualifications & Recognition
Mandated Qualifications
L5 Associate Diploma in People Management all units bar one. On programme the apprentice must complete 2 core units 5CO01 and 5CO02, 3 specialised units 5HR01, 5HR02 and 5HR03 plus 1 optional unit from 5OS01, 5OS02, 5OS03, 5OS04, 5OS05, 5OS06 or 5OS07. Unit 5CO03 must not be completed on programme as it is the integrated module. (Level 5)
The final module of the qualification, 5CO03 Professional behaviours and valuing people is mapped to the apprenticeship EPA assignment assessment method and corresponding KSBs. An apprentice may not therefore have completed the assignment from unit 5C003 from the L5 Associate diploma in People management before the gateway. In the unlikely event that an apprentice may have achieved a marking award for this unit prior to starting the apprenticeship, this would exclude them from undertaking the apprenticeship. Any person who believes they have prior learning is advised to check their eligibility for the apprenticeship via gov.uk website for apprenticeships initial assessment to recognise prior learning.
Professional Recognition
English & Maths
English and maths qualifications must be completed in line with the apprenticeship funding rules .
Typical Job Titles
Knowledge, Skills & Behaviours
Knowledge
22- 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.
- + 17 more items
Skills
20- 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.
- + 15 more items
Behaviours
9- 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.
- + 4 more items
Duties (13)
Implement people strategies and equality objectives for the business.
Address people issues within your area of work, managing risks and creating innovative solutions.
Develop and implement annual people plans and projects. Align to business and people strategies ensuring equity, diversity, and inclusion.
Maintain up to date people policies, ensuring developments in people practice are embedded.
Make and present evidence-based decisions for people solutions, drawing on and carrying out relevant research and utilising benchmarking data.
Provide advice, guidance, and training to the business on people related issues in line with business policies and employment law.
Develop and maintain inclusive relationships with internal stakeholders to influence and support their people requirements.
Contribute to workforce design and succession planning, identifying future trends and issues across the organisation.
Contribute to the ongoing success and growth to their organisation by providing insight on people related issues.
Evaluate impact of people policies and procedures on the organisation, its culture, and its people.
Lead people development such as talent management, coaching and mentoring arrangements, for their organisation.
Support the improvement of the agility and productivity of workforces and organisations, to enable innovation and collaborative working using technology.
Enable the 3 pillars of sustainability (Economy, Society and Environment) and social value.
End-Point Assessment
Assessment Plan
Type: HTML
Version & Source
- Version
- 1.4
- Updated SSA
- Last changed
- 8 Dec 2025
- Earliest start
- 8 Dec 2025
- Approved for delivery
- 18 Aug 2017
- EQA Provider
- Ofqual
- Sector Subject Area
- 15.3 Business management
- Trailblazer
- TB0225
- Last checked
- 11 Mar 2026
Frequently Asked Questions
What knowledge, skills and behaviours are in the ST0238 standard?▼
The People professional apprenticeship has 22 knowledge items, 20 skills, and 9 behaviours that apprentices must demonstrate.
How long is the People professional apprenticeship?▼
The typical duration is 22 months, with a maximum funding band of £11,000.
What does a delivery guide for ST0238 include?▼
The KSB Planner delivery guide includes plain-English KSB interpretations, EPA preparation guidance, delivery risk analysis, on/off-the-job mapping, employer engagement strategies, and more — all tailored to ST0238.
Data sourced from Skills England. KSB Planner delivery guides are an interpretation and planning aid based on official published source material — not an official regulator-issued document.